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

Host: Lisa Ryan

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

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

1. Non-Linear STEM Pathways

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

2. The Power of Serendipity and Curiosity

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

3. Innovation and Trends in Plastics

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

4. Sustainability as a Talent Magnet

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

5. Empowering the Next Generation

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

6. Industry Engagement and Breaking Barriers

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

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

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

1. Bridging the Skills Gap in Manufacturing

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

2. Practical AI Implementation with PocketMentor

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

3. Meeting the Needs of a Changing Workforce

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

4. Change Management: Easing the Adoption of New Technologies

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

5. Protecting Intellectual Property with AI

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

6. Culture & Employee Wellbeing

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

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

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

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

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

1. What is Gain Sharing?

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

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

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

3. Gain Sharing vs. Profit Sharing

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

4. The Six Essentials of Effective Gain Sharing

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

5. Fast Results & Retention

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

6. Real-World Results & Overcoming Skepticism

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

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