'Manufacturing Millennial' to headline NEPIRC's annual summit and expo
Apr. 26—PLAINS TWP. — Considered one of the loudest voices in the industry and considered as one of the top voices in robotics, automation and manufacturing, Jake Hall — known as the "Manufacturing Millennial" — is helping companies future-proof their businesses with technology and attract the workforce of tomorrow.
"We're so excited to have Jake Hall as our MFG DAY keynote speaker addressing the topic of 'The Future of Manufacturing: Technology and Workforce,'" said Chelsey Coslett-Traver, NEPIRC's manager of marketing and stakeholder engagement. "Jake is an influential advocate for manufacturing, automation and skilled trades. His content is effective at educating the future workforce about the manufacturing industry, which is why we believe our Manufacturing Day attendees will be energized by his message and gain valuable insight."
Hall will address the future of manufacturing, effective social media use for manufacturers and much more when the Northeastern Pennsylvania Industrial Resource Center (NEPIRC) welcomes him as keynote speaker at its 2025 Manufacturing Day (MFG DAY) Best Practices Summit & Expo — the region's largest manufacturing trade show and networking event of its kind — on Oct. 3, at Mohegan Pennsylvania in Wilkes-Barre.
Coslett-Traver said when younger generations think of manufacturing, many often picture dimly lit, dangerous and outdated work environments, but Hall said that is not a fair or accurate view of today's manufacturing scene according. Hall said he is on a mission to educate younger people by meeting them where they are — on social media.
Coslett-Traver said Hall is helping to revolutionize the way people and companies present through social media. With more than 100,000 followers and 150,000,000-plus views on his content channels, Hall ignites conversations about the latest in manufacturing and automation to excite the current and future workforce about the manufacturing industry.
Coslett-Traver added that Hall's desire to influence the future workforce aligns closely with the goals of NEPIRC's innovative Manufacturing Ambassador Dream Team initiative that increases high school and college student awareness of outstanding careers available within Pennsylvania's advanced manufacturing field.
Coslett-Traver said Hall helps to reach the future workforce with programs like his "Discover Manufacturing" and "MiCareerQuest," which introduce 20,000 high school students to manufacturing each year in west Michigan.
In addition to delivering the keynote presentation, Hall will also lead a breakout session entitled — "The Power of Social Media: What You Should Do."
Coslett-Traver said MFG DAY sponsorship opportunities are available, but going quickly. If interested, visit www.nepirc.com/mfgday to learn more and complete and submit the confirmation form required to lock in sponsorship.
Additionally, NEPIRC announced that InnoTek Computer Consulting of Bloomsburg is this year's Presenting Sponsor.
Tickets are also on sale and start at $75. If you want to learn from industry experts and connect with people who are making a difference in the manufacturing industry, then this is a must-attend event. This year's MFG DAY will heavily focus on manufacturing technology, AI and automation. Visit www.nepirc.com/mfgday to purchase tickets.
Reach Bill O'Boyle at 570-991-6118 or on Twitter @TLBillOBoyle.
Hashtags
Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Yahoo
2 days ago
- Yahoo
Why Are Gen-Z and Millennial Workers Obsessed With 'Soft Skills' in the Workplace?
In today's rapidly evolving workplace, dominated by advancements in generative AI, a consensus has emerged among younger workers: soft skills—such as empathy, communication, and leadership—are more important for career advancement than purely technical expertise. Deloitte's recent Gen Z and Millennial survey, which includes feedback from 23,000-plus such workers from around the world, reveals that more than eight in 10 young professionals believe these human qualities are essential to stand out and thrive, while only six in 10 believe that generative AI skills are somewhat or highly required. What's behind these numbers? As Elizabeth Faber, Deloitte Global Chief People & Purpose Officer, points out, 'In the age of GenAI, it's the human element that sets professionals apart … Soft skills are the bridge between human and machine, helping individuals navigate complex problems, collaborate across diverse teams, and lead with authenticity in increasingly dynamic environments.' This perspective resonates deeply with Sonali Karmarkar, the 31-year-old Head of Content and Community for YouTube Shopping. Karmarkar emphasizes that 'soft skills are inimitable—they are very difficult to teach yet are so crucial in the professional world.' For her, these skills 'enable one to connect with coworkers, business partners, and direct reports,' shaping how people influence and elevate projects beyond technical know-how. New York City-based career coach Eliana Goldstein echoes this sentiment, noting that while AI is 'infiltrating so many workplaces' and causing concern among many, 'there are people who have fear and concern around [if they'll be] replaced by AI. And if so, when is that going to happen? What do I do about it?' However, Goldstein stresses a reframing of this fear into opportunity: 'Once you plant those seeds, then people do genuinely start to feel that excitement of, oh, this is a really exciting opportunity for me right now; how do I capitalize on it?" According to Deloitte's survey, more than half of Gen Z and millennial workers are already integrating generative AI into their daily tasks—from brainstorming ideas and content creation to data analysis and project management. Yet many recognize AI as a complement, not a substitute, for soft skills. Valerie Chapman, a 26-year-old AI and technology creator, highlights how AI has transformed her work: 'AI has enabled me to scale my outreach, establish myself clearly as a subject matter expert, and amplify my voice in ways previously unimaginable.' However, she stresses that 'AI complements [soft skills] beautifully, allowing us to amplify our voices and share our stories more effectively.' For Chapman, the intersection of AI and soft skills holds promise, especially for historically underserved groups like women, helping them build confidence and advocate for themselves. Goldstein adds that while many believe AI to be intuitive, 'people are definitely still under utilizing it' She continues, 'It's not necessarily that people need tactical training on it; it's more so just about rethinking how they're using it.' She points out common uses such as helping to make emails more polished or aiding in the crafting of sales pitches, emphasizing AI's broad applicability across industries. At the same time, Briana Henry, a 34-year-old Senior Technical Engineer at Namaste Solar Electric, provides a cautionary note. She admits, 'I constantly forget that AI exists' in her highly technical and safety-critical role, where reliance on AI is limited by liability and trust concerns. Henry worries that over-reliance on AI could stunt creative problem-solving and diminish essential hard skills, underscoring that 'people need to have the knowledge and ability to at least review AI results for correctness.' The sentiment that soft skills are increasingly vital is echoed in how younger workers view career advancement. Karmarkar explains, 'Especially as one gets to a more senior level, these intangibles are what set people apart, since technical skill level becomes the baseline.' She sees soft skills as critical for motivating teams, coaching individuals, and adapting in ways technology cannot replicate. Goldstein reinforces this view, highlighting that while technical skills are 'incredibly important,' anybody can learn them through courses or training. In contrast, she explains, 'it is much more difficult to learn soft skills. Either communication just comes naturally to you, or it's incredibly hard, whether because you get nervous talking in front of people or other reasons.' She stresses the irreplaceable role soft skills play alongside AI: 'The human is the one communicating to other teams and leveraging the soft skills they have in order to disseminate AI across an organization or team.' Henry has witnessed this firsthand through her leadership experience. 'I have held leadership positions where I made decisions on hiring or punitive action in the past, and I have seen time and again where people with the soft skills required for the job have excelled and the reason people have required punitive action is because of the lack of their soft skills,' she shares. Chapman adds that in a landscape flooded with AI-generated content, 'genuine human connection and emotional intelligence become incredibly rare and valuable.' For her, the soft skills of storytelling, empathy, and communication are 'the heart of how we connect with technology,' especially for women navigating workplace challenges. While many companies provide some technical training, the development of soft skills often remains optional or undervalued. 'Soft skill trainings are often viewed as 'nice to have' and not mandatory, where employees aren't incentivized for taking time to cultivate their communication,' says Karmarkar. She advocates for mandatory soft skill modules to complement technical training, ensuring workers are fully equipped to collaborate and lead. Goldstein confirms that employer support for soft skills varies widely: 'It depends on leadership. If leadership cares about those things, you'll see it trickle down to the rest of the organization. If not, you won't.' She emphasizes that investing in soft skills will only strengthen workplaces. 'Investing in soft skills will not only help companies be more successful, but it will help in terms of employee retention.' Henry credits her company's cooperative culture for fostering her soft skills, through opportunities in leadership and teamwork: 'Being a co-owner has helped me build my skills with teamwork, communication, problem-solving, leadership, and many other areas of soft skills.' Yet she acknowledges that many companies may lack sufficient support for this development. Chapman, who has built her personal brand publicly, emphasizes self-driven growth: 'I've developed my soft skills by openly sharing my journey on social media… This practice has naturally boosted my confidence, honed my communication skills, and significantly expanded my network.' She warns that without mindful integration of AI, employees might feel anxiety or fear, rather than empowerment, highlighting a critical gap in workplace training. The message from Gen Z and millennial workers is clear: as AI reshapes the technical landscape, the qualities that make us human—our empathy, leadership, and communication—are the true currency of career progression. These skills not only help individuals use technology more effectively but also build authentic connections that machines cannot replicate. Karmarkar sums it up succinctly: 'Soft skills are what will set candidates apart in their ability to use the tech to unlock new solutions, be able to effectively synthesize the information to align to a long-term vision and compellingly communicate to their intended audiences.' In the end, mastering AI is important, but it's the human touch that remains the defining factor in professional success. You Might Also Like 4 Investment-Worthy Skincare Finds From Sephora The 17 Best Retinol Creams Worth Adding to Your Skin Care Routine
Yahoo
3 days ago
- Yahoo
Peninsula Regional 911 unveils new technology that allows callers to share real-time video and photos
YORKTOWN, Va. (WAVY) – New 911 technology on the Peninsula will help improve speed and response during emergency situations. Peninsula Regional 911 callers can now share real-time video and photos using Citizen Input. Dispatchers can send a link to callers that will allow them to voluntarily do so. Dispatcher Krystal Wilcox said it's been easy to adapt to the new technology in the three months they've been testing it out. 'It's an integrated solution, so it allows us to have it paired with our mapping system and our phone system. So, it's easy to maneuver when we answer 911, or even a non-emergency line,' Wilcox said. The director of the Peninsula Regional 911 Emergency Communications Center, Terry Hall, said the technology is not meant for every call they get. It would mainly be utilized for situations like fires or accidents to help give context during emergencies. 'We were kind of concerned that maybe the citizens would not want to use it, but I think we have probably done 30 to 40 of them, and everybody has been very well receptive, and it's really aided in our first responder responses,' Hall said. Hall added that they're also testing transcription and translation services, hoping to continue modernizing the technology they use to serve citizens. 'All the tools that you see around you, and all the consoles you see behind us are tools that the dispatchers can use to articulate the response, who to send, how to send. All of that happens and starts in the 911 center,' Hall said. Copyright 2025 Nexstar Media, Inc. All rights reserved. This material may not be published, broadcast, rewritten, or redistributed.
Yahoo
3 days ago
- Yahoo
76% of workers have seen senior colleagues resist new tech
This story was originally published on To receive daily news and insights, subscribe to our free daily newsletter. If you're looking for cues as to how your employees will adapt to new technology tools, consider the age profile of the organization's workforce. In a survey of 500 U.S. professionals across various industries conducted by Yooz, a provider of purchase-to-pay automation, more than three-quarters (76%) of all workers witnessed senior colleagues push back against new technology. Furthermore, 55% of millennials (those born 1981 to 1996) said they're 'excited and eager' to try new tools, while only 22% of baby boomers (those born 1946 and 1964) said the same. More than a third (35%) of the baby boomers said they feel cautious or annoyed, or prefer sticking to the old system, when new technology is plugged in. Not a single Gen Z survey participant (those born 1997 and 2012) selected that response. At the same time, about a quarter of Gen Z employees have refused to use a new workplace tool, more than any of the other generations, which Yooz characterized as Gen Z not being 'afraid to say no.' About AI specifically, 35% of Gen Z workers said they 'love' new tools, versus 13% of Boomers. Still, 40% of employees overall said they find AI helpful but unreliable. 'The takeaway: skepticism is still widespread, but younger employees see clear value,' Yooz wrote in its survey report. The report said organizations 'need to manage rollouts carefully: leverage the enthusiasm of younger adopters to build momentum, but also address the concerns of veteran staff who may need more reassurance to get on board.' The key to winning over anyone reluctant to embrace AI is building trust through real-world use cases and support, showcasing quick wins such as an AI tool that saves everyone time on a tedious task, Yooz wrote. Among employees, the most commonly cited need with regard to new technologies is better training on AI tools. More than half (52%) of those polled said their company takes a 'learn-as-you-go' approach, providing only some basic training or documentation. Relatively few employees said their employer provides 'a lot' of training on new tools. This embedded content is not available in your region. And, almost half (48%) of the employees said better training for all would be among the most effective ways to help a company adopt new technology more effectively. The research also delved into the question of who should drive decisions to implement new workplace technology. While younger employees are craving clear direction from the C-suite, at the same time, there is 'a call for more bottom-up input in tech decisions,' according to the survey report. More than a third (35%) of Gen Z respondents said new workplace tools should be chosen by leadership with input from younger employees. Additionally, more than a quarter of Millennial and Gen Z respondents said adoption would improve if leadership embraced change faster and more visibly. A sizable minority (28%) of Gen Z employees said they feel older employees are actively holding back innovation at their company. Yooz advised a collaborative approach to the issue, pairing 'tech-savvy younger employees with veteran staff to share knowledge and encourage cross-generational support during rollouts.' Yooz partnered on the research with Pollfish, a third-party survey platform, and it was conducted in February 2025. Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
