196. Women of Industry - It's a Man's World

00:00 Chris: 

Welcome to EECO Asks Why. Today we have the women in industry series and we're going to be talking about it's a man's world. And when I put that topic out, I was curious to see what the, what ladies would jump on the topic and want to talk with me. And I'm so delighted today to have Stephanie Brantley. She works with us here at eco and Libbie Harris.

She's from Merck and that you EECO Asks Why listeners may remember Libbie from a while back when we had her own and she shared her story. So I'm very excited to have you ladies on. So how are you doing today? Great. All good. That's good. That's good. I'm excited. This is a really series that's near and dear to my heart as a three-time girl, dad, I'm excited for my little ones to listen to this.

And they definitely, they enjoyed your episode Libbie. When we recorded last time, my oldest was asking me about it. So she'll be excited to stack she see you this time. That's going to be fun. Yeah. So when I threw out the title, it's a manual. You know, maybe Libby you, can you start us off? What was the first thing that came to your mind when you saw.

01:08 Libbie: 

I laughed and, you know, working in the manufacturing industry, you know, with technology, it's kind of standard. I mean, I go back and I probably mentioned this previous in the previous podcast, I remember going to Rockwell automation fair. And when I went, it was very interesting. There were thousands and thousands of people and there was maybe a hundred.

Women there. And that was very, for me, it was very eye opening. And I even said something to my boss. I'm like, there's not a lot of women here at all. I'm also on the board for JMU at the, after their computer information system board. And one of the things they brought up actually. Like women coming into it and working in there is actually slumped and they're having less women apply.

And so it, it is interesting to see this aspect of, um, the industry, like less and less women. It's just a lot of, you see, tend to associate a man with this type of work. So. 

02:13 Chris: 

Now that, that feedback from you on the it slump it. So is that recent data? 

02:19 Libbie: 

Yeah, recent dating recent data. Um, from the past couple years, like they tried to, you know, attract women and get more, you know, diversity is great having women and men in the field, diversity of all kinds, you get different aspects, you get different.

You know, thought patterns. Um, so yeah, it's just been recently that they've started seeing, it's a doubt, slow downward tick, but it's always been less women than men, so. Sure. 

02:46 Chris: 

Well, we'll probably dig into that a little bit more too, as we go. And that Stephanie, when you heard it's a man's world what came to mind for you?

02:54 Stephanie: 

I had to laugh as well. So I been in this industry since, gosh, I worked for international paper. Program. So through the ENR department. So I've always worked with all men. Um, but it is interesting to see the dynamics that have changed over the years because on our team right now, we are heavy on the women's side.

Really. We have more. Salespeople that are women, then we do that are men. So it's really nice to see that. 

03:20 Chris: 

Yeah. Yeah. And that's been pretty, has that been a pretty recent change, which puts you seen? Yeah. 

03:25 Stephanie: 

And that's in our tablet. Original. It's not company-wide but it is in the tablet region. 

03:30 Chris:

 Sure. And this, since you are new to the EECO asks Why family, Stephanie, what do you do? Why don't you just give a brief background on from what you do here? 

03:39 Stephanie: 

So I'm a regional customer service manager for the Tidewater region for electrical equipment company. So I'll ever see the ASRS, the, um, key account specialist in our area. So we handle all the, um, the incoming calls for the businesses that we handle.

We take all of the orders. We process the, um, purchase orders. We just handle all the customer service aspects. 

04:02 Chris: 

Very good. Very good. From a distribution standpoint, I can't speak to that. I can, you know, when I ran a branch at eco and I think back that was 20 years ago, we had at that particular branch, one of two ladies, and that was it and that entire branch, you know, so I can imagine.

So now you're saying that if you're in the Franklin brand, so it's kind of flipped on, on the ratio there. 

04:26 Stephanie: 

Between Franklin and Norfolk. Yeah. The ratio has definitely flipped. That's 

04:29 Chris: 

Wonderful. That's wonderful. I'm curious, you know, Libby on the it front is that traditionally thought of as as a male dominated field in general, just from it 

04:40 Libbie:

Usually, um, what I've seen is it actually is better than, so I've worked into two different fields, very similar.

They feel very similar to me. I've been an automation engineer. And I've also worked on that. My degree is in it, and I now work more on it, um, from an automation engineer standpoint, that is definitely very heavy male. Whereas in it, you can see a little bit more growth in females. Um, I would say about 40% female in my graduating class at JMU.

You tend to see more and more females in it. But what I have noticed is over the years is like, if somebody starts, a woman starts off and it, a lot of times you will see them move maybe in to the HR area or somewhere else, or they might decide to be a full-time mom. So that number sometimes drops off as you go, as people go through their careers.

05:37 Chris: 

Right. Well, if you think through, you know, I always like talking about headwinds and what people, the hurdles that were, that we're facing. Stephanie, just curious from your standpoint, what is the biggest headwind for women? When they're trying to enter a predominantly male field 

05:57 Stephanie:

 Respect, gaining the respect of those around you.

There's a lot of towns you're not looked at to have the. Capabilities as the men, maybe. Um, I think back to when I used to work in inside sales and we had to cover the counter and stuff, you know, there, there are lots of times that the men wouldn't deal with us ladies because we didn't know what they knew, but, you know, eventually they came around and figured out, Hey, they're not so bad after.

06:22 Chris: 

Right. Once you help them out of, it's a couple of jams, 

06:25 Stephanie: 

You gotta show that confidence so that they, you can earn their respect. 

06:30 Libbie: 

Yeah, I think it's spot on. Stephanie is spot on there. Um, when you come in to a male oriented field, You kind of feel out, you know, you feel out of place all automatically, and then you have to like give yourself grown confidence to say, okay, just because I'm the only female here.

I do know what I'm doing. Like I just need to show them. And eventually you get those people that come around when you. Proving yourself to them. And I also laugh because I have two, two young kids and they're both females. I'm a six-year-old and a three-year-old. And it's funny to watch how, like we try not to be.

Like this toy is a girl toy. This toy is a boy toy, you know, that kind of thing in their mind, but it's so interesting to see, even at an age of like six or three, they already make that out themselves or with interactions with other kids, things on TV interactions with other parents, teachers like, oh, that's a boy toy.

Why would I want that, you know, like you, they have those comments and it's kind of, as you grow up you have that throughout your life where people are like, that's a male dominated field, you know, you're going to see men in. Those are men only do construction men, you know, like you kind of get that put upon you or pressed upon you.

And so even for, I think for a female is just. Realizing it isn't men or women field it's whatever you want to do and feel comfortable with. And what you know, like want to make a living doing is really what is good for you. But I think a lot of times from a young age stuff gets pressed upon it. And that's why when you get to your job and you have to earn that respect from males it's because they've learned it all their life, that like, this is only a man can do this.

08:21 Stephanie: 

That's it. That's a very good point. We, um, we have a form on the side and we have two boys and two girls. And so, you know, it's equal share there. When you get out there on the farm, you gotta, everybody has to pull their weight. So, you know, it's important to know that the women are just as equal as the men in most things 

08:42 Chris: 

Now for, from, I am curious on your take on this. So you say you're new to industry male or female. Are you fighting for respect regardless? Or is it a harder fight for the female?

08:58 Libbie: 

I think, yeah, I think it, I think both are fighting for respect. Cause whenever you start a new job, unless you know somebody in it and a lot of times you have to prove yourself. But I do think for sometimes for women, it is harder to be like, okay, They're comfortable. They know each other, whereas you might have to, you know, a lot of times what you see is.

As, especially in leadership as you get through the company or whatever you're doing, and you have to, like, let's say, make some tough calls or you have to be forceful and decisions and things like that, that usually for a woman is considered bossy or, you know, you know, something to that effect. Whereas for a man that's like, oh yeah, that's an added boy.

He, you know, he's doing great. You know, he's really setting that hard line, whereas for a female. It comes across very different. So, you know, for female, a lot of times when you get in you're watching what you do, what you say, you're trying to walk that line of like, not looking bossy. If you think, you know, something or being overly, you know, like, oh, she thinks she knows everything type of scenario because women are judged a little differently and scenarios than men are, which is, as you get older, you see it more and more.

10:14 Stephanie: 

Absolutely what stigma is definitely there. 

10:16 Chris: 

No doubt. I mean, sometimes that, like you said, Livy when the young male steps up that's celebrated and it can be looked at when the female steps up, like really, like, you know, you can see, you can get a reputation pretty quick. You know, I'm thinking back through some, even I was guilty of it was this.

She was really hard. I don't need to mess with her, you know, but I mean, she was a good leader, you know, thinking back to some leaders I've seen through in my past that I work with. And I don't know why. I mean, I definitely didn't have the right mindset back then. And it's, I think these conversations help, definitely bring that out.

And you know, if you get, as you look, what has been some of the biggest moves forward over the last 2, 3, 4 years? What have you seen? And maybe Stephanie, you can kick us off. Like, where's it going in the right direction. 

11:09 Stephanie: 

But I do think that there are more women role models in the industry and in the latest show than they were even 10 years ago, people that we can look up to and they could be mentors towards us.

But I mean, I do think that, um, especially over the last couple of years with the COVID situations and the work, you know, remote work and all, there was always the stigma with women. Or moms, you know, you're worried that, oh, you have to take some time off because your kid has to go to the doctor or, you know, maybe somebody's sick or whatever the reason might be.

Um, but I think at least in our area, we've noticed in the last year that the work-life balance has been so much better. And it's, I mean, you, I don't think that stigma is there as much as it once was. I mean, it's still there obviously, but working remotely, you know, you have more. Your days are, um, can be more flexible.

So you're, you know, you're more, you're able to take more time off to be with your family and do things with your kids. So I don't think it's the last year and a half has been good for that reason. 

12:17 Chris: 

Sure. And I think companies are embracing some of this new technology that's out there and looking at the policies.

And I think that. Yeah, that's definitely a step in the right direction. And how about you Libby? Where w what are you seeing? 

12:30 Libbie: 

So, yeah, like Stephanie was saying, I think COVID kind of gave everybody of breath of fresh air. People had to bring their kids home and realize how ho how tough it is to work and try to teach your kids.

I had, my, my daughter was actually trying to go to kindergarten last year, and I had huge projects. I was trying to do. You know, by lunchtime, I'm like, I just need a nap. I have a headache. Um, you know, I think it gave people an idea of what it's like to be a mom, because a lot of times, even if it's not your husband putting it on you or your partner, a lot of times mom feel moms feel like they have to be the primary caregiver because of.

Just in our nature. It's kind of impressed upon you since you're little, like when your kid's sick, it's usually mom, that's taking care of it, you know, are you taking me to the doctor or taking the sports events and things like that. And so, you know, it's really hard sometimes to do that balance and feel like you're not getting judged because Hey, I've got to stay at home.

I've got a sick child or Hey, I have to leave really take my kid to such and such practice because you're trying to. Live that full-time job and do what you love to do, but you're also trying to put your family first. Um, and it's sometimes really hard and gone are the days where. Most women were, you know, stayed at home.

I also see, you know, a change in, you know, a lot more women in leadership, a lot more women speaking, just speaking up on general and things that, you know, in LA, you know, in life, they see like pay, that's not equal things like that, that people are speaking up about. And so it brings that like this brings conversation, it brings change while it might be slow.

It's still moving in that direction. Hopefully that will make a difference. 

14:19 Chris: 

Absolutely. I think you will. I mean, we talked to one of the other panels and the whole mom thing came up and they got a chuckle out of it. Cause they were talking about, they were in leadership positions, they've traveled to meetings and when they showed up one of our first meetings, they showed up to the.

The people that are meeting with says, well, who's taking care of your kids. And like, Hershey's they made a big joke out of there, like, oh crap, the kids try to run and run out the room, but they make jokes out of it's like you wouldn't ask that, you know, from other people in the room. And I think the benefit, one of the benefits from COVID maybe if there are any benefits at all it's somewhat shifted the family dynamics a little bit to where the men can actually step up and do some of these traditional.

Items that, you know, that, that mom's had done in the past. I know for me, carpool is every day I do carpool, you know, and kids get sick. I live closer to the school than my wife and because of, you know, work from home and technology and the things that evolve from just here at eco, I do have that flexibility where, you know, I can go pick them up.

She doesn't have to leave her job. So. Now for us, that's worked out as a good dynamic, but I think, you know, the way business has changed over the last couple of years, maybe that will let more families, you know, and have these types of conversations and be open to that idea of that, that shared responsibility.

Cause it really is. I mean, you have kids together, right? Yup. 

For sure. Now you mentioned the leadership. And I'm curious on this from a female leadership, I think is phenomenal, but what do the men leaders need to start doing to be those advocates, to open the doors, to, you know, to beer, to be the cheerleaders, to try to help, you know, mentor is great for you to have female mentors, but it's probably equally as important to have some men mentors too, that are on your side, trying to help you along the way.

So, Libby, what are your thoughts? 

16:13 Libbie: 

So, I mean, I have a great boss now. Um, he was actually my boss when I started at Merck. I've switched bosses throughout and he's now my boss again. Um, but he has always been great because he allows me to, he knows where I know what I'm doing. He lets me go do it. But he also is one of my biggest cheerleaders, my biggest like, Hey, she's doing a great job.

Like, you know, talking to other people about me, letting them know what I'm doing. W what impact I'm making and also giving me those opportunities of like, Hey, there's this big thing over here. I think you would be great for you should do it. You'll get a lot of recognition. You'll get a lot of, you know, promotion for yourself.

Um, but yeah, I think it's a lot of times your manager just really needs to understand sometimes like women are going to have a little bit different playing field and maybe. Being able to select them when big projects come up and things come up so they can promote themselves and show themselves and not always necessarily giving it to like, oh, this person or that person, and trying to really diversify and give it, give everybody a shot to show what they can do.

17:21 Stephanie: 

Sure. Totally agree. I think your, um, your immediate manager is the one that has to be your cheerleader and, um, as well as you will be unfortunate to have along with this. Great at, you know, we spend a lot of time bouncing ideas off of one another. We, um, he is my cheerleader. He's always talking to people around upper management about the things that we're accomplishing together, not he by himself.

17:50 Chris: 

Yeah, so important. So important. I mean, these conversations definitely helped, but then, you know, once you hear it, you know, if you're out there and you're a male leader and you listen to this, you got it. Yeah. You know, it's one thing to say, you know, that you, Stanford is and you support that, but it really comes down to your actions, you know?

And what are you just going to step up and how are you actually trying to speak into, you know, the life that you're mentoring and got and provide that true mentorship and guidance, you 

18:17 Libbie: 

know, and one, one other thing to add about my boss. I think it's good for bosses to understand. There is a life outside of work and being able to understand when you have to go pick up your kids or something comes up having that.

You don't have to second guess doing that or be like, you know, cause I always feel when I have to do that, I just tell my boss and he's like, okay. Yeah, that's fine. He knows I'm going to get my work done. He knows, you know, he knows I'm going to put my best foot forward. And so he never makes me guess, should I have done something to like take care of my family?

It's always, Hey, take care of your family first. You know, you're going to be fine. Like if you need help, just let us know. You know, I can get somebody to help out, you know, and really understanding there's a dynamic and making sure your employee is happy and taking care of you're going to get the best foot or best possible thing, you know, outcome out of them if you put them first.

19:12 Stephanie: 

Yup. And I think that dynamic has changed a lot over the last few years, especially within EECO I think the, and I think you can see the difference in the output your employees give you if you give them that work family balance.

19:26 Chris: 

Yeah, for sure. And you had to be as an employer, you have to be intentional about, you know, really having these conversations and knowing where your employees are because you know, every company is different.

Every culture is different, if you look at workforce attrition and the labor force right now, if you're a company and you're trying to get. You better be thinking outside of the box and trying to find ways to, you know, provide these benefits, these options for people flexible. I think when I was talking to my wife's in HR, so she was talking, you know, people want flexibility, they want flexibility and they want benefits.

They are the two things that draw people and keep people. So, I mean, I think that's a super, super important as businesses grow in the future. 

20:10 Libbie: 

Yeah. I think a lot of people with COVID now realize what they can live on. You know, what they're like a lot of people are more comfortable just staying at home, not spending as much money or whatever it would be.

And they liked that flexibility of spending more time with their families. And it kind of has, I think, given people a little bit a pause to rethink what's important in their life. And yeah, we've definitely seen the same thing where it's like, if you have to come into work five days, I might not want to be interested in that as much as like, if I can flex be flexible or work from home full time, or I can work from home a couple of days, you know, that gives people so much ability to kind of have that work-life balance even more because you can do things while you're at home.

Like put a load of laundry in, well, while you're during lunch, you know, just to get it done, like things like that, that it's like, you might not think it's a big deal, but it's a huge deal to people. And I think that's where people are now. Like, wow, I really like this. I want to keep this. I don't want to move from it.

And so people are really wanting to have that work-life balance. 

21:19 Stephanie: 

I agree. I was just thinking the other day, how. The difference in last Christmas season and this Christmas season and how much I enjoyed being able to be at home and being around the family and enjoying the decorations and all the quiet time that we don't get this 

21:33 Chris: 

All right. I'm curious, you know, we're trying through this series ladies to inspire and get a good message out there. So let's speak to the next generation of female leaders that are thinking about an industry. You know, there's a disparity out there. How are you going to help them?

What do you want to tell them, to give them some encouragement to move forward and to come into this industry and Libby, you want to get a start it 

22:01 Libbie:

I would just say, you know, a lot of it, um, if you have good parents that kind of impress upon you, like you can do whatever you want.

They're like, we try with our children, even though they come up with boy and girl toys, you know, that doesn't mean you can't play with that toy or you can't be this because, so like a man who is the president of the United States that a woman could never be that. Well, now we have, you know, a woman vice president.

So having more women in those positions of power and positions of leadership, where you can say. I might be able to do that someday and being able to like really, you know, show your children that, Hey, you see this person, she does the same thing as you, you can do that. There's nothing holding you back. Um, being able to push kids and tell them it's you know, you can do what you want to do.

22:59 Chris: 

Right. Right. How about you Stephanie? 

23:03 Stephanie:

 So I've had a front row seat to this recently. I had a son who graduated high school last year, and I have a daughter who's graduating this year. So, um, we've had a lot of talks about, you know, what we're going to do in life and how much easier it is for guys to get into things and how much more schooling it takes for women to be able to find their spots.

So, um, you know, we encourage a lot of. To display confidence and whatever it is you decide to do to, you know, you got to go and. And, um, explore your options. Don't think just because you're a girl, you have to go into nursing or you have to be a teacher or you have to be, you know, there, there are other options.

I mean, you know, I never, in a million years thought I'd be in the electrical industry, but here. Yeah, I've been for 20 some years, you know, so, and I mean, we've supported our family on it. I enjoy what I do. Um, love the relationships I've made with the people. So I think a lot of it is just encouraging them to find their way and figure out what it is that they really love in life and go after it.

I mean, you just have to have the confidence to go after it. As lot daughter told me one day, she said, why do I have to stop what I want to do the rest of my. Y'all always told me what to do and you know, it's true. So those were things that I'm thinking about with my younger children. Now, maybe we need to give them a little more leniency on picking things that they actually want to do.

24:23 Libbie: 

Yeah. But Stephanie's definitely right. Telling your kids to go out there and try different things. Cause like when I started off, I didn't know what I wanted to do. And then when I got the job at Merck, I was really scared because it was very different from what I had been doing. Um, But then I found, I loved it.

Absolutely loved it, but I would never have known that if I had not had the confidence to say, you know what, I'm going to go in there, I'm going to do my best. And I know if I do my best, I will be able to succeed. Um, and not, and being able to have that confidence behind you, people that like share with you, like if you put your best foot forward, you're going to be fine.

Um, And then your, you know, your child figures out what they want to do, what they're going to enjoy. Um, and it's okay to experiment and figure out, you know, you might try something you thought you would love and absolutely hate it. So. Sure. 

25:16 Stephanie: 

And you have a gap year is not always a bad thing either to go trust.

25:19 Chris: 

I think that's a great point. You're right. Kind of figure out what those interests are, right? Yes, absolutely. Now what about you, you spoke specifically about your families and I think that's great. Now how about the ladies out that are listening that are not in a family, you know, what are ways that you can mentor to them or where would you point them to learn?

You know, more about the industry in general? Like just try. Are there any good groups you recommended? Programs just from a, from an awareness standpoint that you think that just doesn't get enough attention? 

25:55 Libbie: 

Well, there was one group I found, um, it's called leanin. Um, and it's just a movement of women, essentially, you know, trying to even the playing.

For people, whether it be women diversity, you know, like just trying to, even the playing field like that, it's got a podcast that I started listening to, you know, really good messages, just, you know, stuff, you know, if you can work on things to be aware of. It's one of those things that like now that I'm in my position, when I see a female that comes into the business, a lot of times.

Make sure they succeed and make sure they have what they need. Um, so it's always one of those things that I think, you know, just trying to help who's around you, um, that might need your help and mentor them. And also, you know, just make P you know, males around you aware that, you know, if something happens like, Hey, you want to, we want to be inclusive.

We want to share everything with people and, you know, um, Not have people uncomfortable and make sure. Cause usually when people are in a stitch, Sarah, and scenario where they feel safe, you have a lot, you have ideas flowing, you have lot more creativity come out. And then when you have people who feel like they aren't respected, aren't listened to, they're gonna be quiet, shut down.

And then you don't get that creativity and the work, you know, work you might want out of somebody. Right. Absolutely. 

27:20 Stephanie: 

And I would say that, and it may not be a particular group, but networking is really important. So local civic groups where, you know, some of your local leaders are involved, um, that's a great way to network with people and to get other ideas outside of those that are just within your company.

27:38 Chris: 

Great going. Cause I can tell you if the, all the heroes that we've interviewed on eco S why the red thread is the networking, the importance of reaching out, asking others for help and you know, being curious. And I think we just got instilled that period. So great advice. We'll make sure we put, was it lean in Libby?

Was that the name of it? Yep. Okay. Well, we'll put that in the show notes for your listeners out there to check that out. Sounds like a great podcast. Great platform. Libby's used to this staff needs. So this may be a new for you. So we do a lightning round and I like to just throw out a couple of quick, I'm going to do three questions here, um, and this lightning round, but we'll start since you're the rookie.

Stephanie, we'll let you bet first, you know, just right out the gate, you know, puts you in the spotlight. So these are quick answers, but what would be your favorite leadership? 

28:28 Stephanie: 

Probably the seven habits of highly effective people. 

28:31 Chris: 

Oh, that's a great one. Great one. How about. 

28:34 Libbie: 

Well, I haven't been reading as much.

And so I mainly podcasts, but like the one podcast is off of that. Um, lean in it's called tilted. And so I actually, one of the, yeah, tilted, one of the ones I was listening to today was just about, we talk a lot about how women's stigmas and things like that. They actually had one pot podcast about male stigmas and masculinity and how boys.

Taught not to really try to cry, you know, things like that. So like, it's definitely an interesting thing to check out, um, just to listen to on, you know, if you got some time.

29:09 Chris: 

We'll put that one in the show notes as well, so people can check that out. How about Favorite leadership quote, I'm asking this for most of these panels, cause I'm just, I'm learning some really interesting quotes that are out there.

29:22 Libbie: 

Mine's from Winston Churchill and I had to write it down cause I can never remember it. So we make it living by what we get. We make a life by what we give. 

29:33 Chris: 

Oh, wow. Okay. So you went pretty deep on me living. That was great. I love it. I love it. How about you, Stephanie? Anything jumped out to you?

29:42 Stephanie: 

Mott's kind of basic, but it's leadership is unlocking people's potential to become better.

29:46 Chris: 

Okay. Well, I love it. I love that. I mean, because we all are striving. I think that's what we need to be doing everyday. Try to get a little bit better than the day before. Right. So how about Stephanie? You're your most inspirational female leader? How about you Libbie? 

30:11 Libbie: 

So, Sheryl Sandberg, who's the Facebook CFO or COF. Um, and then Simone Biles. I just thought, um, even though she's great at what she does like this over the Olympics, when she took time off for mental health. Kind of shed a spotlight on that.

30:27 Chris:

Very cool. Very cool. Well, we're getting here towards the end live, you know, how we by all means when we get to this part here, jumping in and give some closing remarks, ideas, that things that you haven't covered, but I would be curious, Libby, what is your, why for you on this topic? 

30:46 Libbie: 

So my why, and I can share it right here in my sick one at home today.

Okay. Is this little one right here. Okay. Um, Is my kids is really, you know, as it's funny, as you're after your own, I always wanted to make my mom proud. That was a big thing. And I wanted to show that I could be whatever I wanted. I could, you know, never have, you know, just wanted to push and then you get to college, you know, like, okay, now I want to make good money.

Cause I want to be able to provide and want to have a nice house. I want to do this. And then you have children and it kind of really puts it in perspective. Your life is eventually life wind. And like, what can I do to shape the world around me? And part of that is my children, but also just the world in general.

And so like my wise just make the world a better place as much as possible. Um, like you said earlier, just building, being better every day or trying to be a little bit better every day.

31:47 Stephanie: 

I would agree, just trying to mold the people around you to become, to want to be better, to want to aspire, to be more, um, even the same as you living with my children. It's that is my wife, because I want them to see that the women can succeed in anything they want to do. And you know, the sky's the limit these days.

So reach for the stars. 

32:10 Chris: 

I love it. Anything else, ladies? 

32:13 Libbie: 

I would just say for anybody out there that thinks they want to get into something, like we said before, you know, give it a try. Even if you fail, you learn something from that and it teaches you maybe what you want to do, what you don't want to do, what you're good at.

And it's okay to fail. And it's, there's nothing wrong with that. That's right. 

32:32 Stephanie: 

It's like a game of baseball. We're 90% failure, but that 10% linen is awesome. 

32:37 Chris: 

That's right. I love it. I love it. Well for the listeners out there to want to connect and learn more, check out the show notes. You will have ways to connect with Libby and Stephanie and can't.

Thank you enough, both ladies for taking the time being so open. It's a very candid conversation, but I think it's the types of conversations we need to have as we move forward. So wish you both a blessed day and thank you again for taking the time on EECO Asks Why.