Monthly Archives: April 2021

Ep. 120 – Constantly Quoting Work with Wes Szpondowski

By Noah Graff

On today’s podcast we continue our season about how machining companies acquire new work. Our guest is Wes Szpondowski, plant manager of Wyandotte Industries, a multi-spindle job shop near Detroit that predominantly runs good old ACME-GRIDLEY screw machines. We interviewed him  last week when he came to Graff-Pinkert to inspect an ACME 1-5/8” RB-8.

Wes says one of the keys to Wyandotte’s success is that the company is constantly quoting new jobs. He says even if a machining company only lands a small percentage of work it attempts, persistent quoting gets the company’s name out, which leads to more work down the road.

Scroll down to read more and listen to the podcast, or listen with Google Podcasts, Apple Podcasts or your favorite app.



Main Points:

Wes gives some background on Wyandotte Industries. He says his grandfather started the company, specializing in producing custom nuts. In the late ‘90s the company branched out into more diverse and complex parts. (2:00)

Wes talks about Wyandotte’s constant search to find employees—talented, reliable people who want to run older cam screw machines. He talks about a young guy he met at working at a deli counter the day before, who he invited to apply for a job at the shop. (6:00)

Wes says Wyandotte’s mantra is “quote, quote, quote.” The company has an internal sales team that works with a number of manufacturers reps working on commission. Then Wes works with the internal sales team to quote the jobs. He says because the company is so aggressive in seeking new jobs, it gets its name out there, which brings new opportunities to make a lot of different parts. (8:00)

Wes says that it doesn’t matter how lean a company is or how clever its manufacturing operations are if it doesn’t do a good job of getting new work. He says he has seen many shops that are “better” than Wyandotte who went out of business because they didn’t know how to get new work. (10:10)

Wes reiterates that it’s important for as many buyers as possible to know who your company is because sometimes the suppliers they currently have fail to get the job done. When that happens they come running to you. (11:00)

Wes says manufacturers reps are useful because they represent diverse clients. The clients aren’t supposed to be competitors of one another, but the reps have interesting networks that can bring them new business. For example, a manufacturers rep might represent a forging company or cold heading company and those connections can lead to new clients. (12:40)

Wes talks about competing with Chinese manufacturers. He says nowadays the quality from Chinese suppliers is often pretty good, but the delivery from China is still a big issue, particularly if companies in the US are trying to keep low inventory. (14:00)

Wes Szpondowski of Wyandotte Industries

Wes talks about the advantages of running ACME multi-spindles, which he characterizes as “reliable tanks.” He says Wyandotte likes CNC lathes as well, but unlike CNC machines an ACME can run forever. He says ACMEs put Wyandotte at a good price point that many shops can’t compete with because the machines are cheap and can crank out large volumes of parts. He says as long as a shop can have the people to run them, ACMEs can lead to getting a lot of jobs. He says it’s difficult to find good people to run the ACMEs, but he jokes that once the people learn how to operate the machines the job is actually a lot of standing around for pretty good money. He also talks about the simplicity of repairing an ACME, comparing it to repairing a classic car vs. today’s models. (16:00)

Wes says Wyandotte tries to supply to a diverse customer base rather than only auto companies because that work is too unreliable. (19:45) 

Wes says Wyandotte is constantly evaluating which jobs make sense financially. If the job isn’t making money, the company is not afraid to ask customers for more money. (22:00)

Wes debates buying a machine for a specific job vs. buying equipment on spec for future work. He says that he will take advantage of opportunities for great deals on used equipment that come up if he knows he has the talent already in-house to run it. But, he says he doesn’t want to buy million dollar machines like Hydromats, or Buffolies or CNC multi-spindles because those aren’t who his company is. He wants to use some sophisticated CNC equipment but still wants to keep the operation somewhat simple, so it’s reliable. He says that more complicated machines require higher priced, skilled people to run them. (23:50)

Wes says the biggest challenge he has for getting work is having the right talent to produce it. If he doesn’t feel his people are good enough to produce the part he won’t take the job. (31:30)

Question:  Is running quality ACME screw machines a good business plan right now?

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Biden is Not My Number One Pick

By Lloyd Graff

President Joe Biden speaks to Congress after his first 100 days in office tonight. Washington and the media will listen as he intones a profoundly left-wing agenda. The Congress is closely divided, a 6 vote margin in the House, 50-50 in the Senate. The Democrats are hoping for court packing of the Supreme Court to 13 and getting Senators from the District of Columbia. Currently 6 House seats are vacant, awaiting interim elections. 

The left-wing media is cheering and the Republican strategists are delighting as Biden tilts strongly to the left in his rhetoric and policies, almost ensuring (in my opinion) that the Democrats blow their opportunity to maintain control of both the House and Senate in 2022. They hope to pass the expensive portions of their program between now and then.

What Biden has going for him is a strong economy, rising stock market, and a rapidly falling unemployment rate. This is being propelled by the Pfizer and Moderna vaccines and their effectiveness in shrinking the pandemic in America. President Trump’s Operation Warp Speed program may go down as his biggest success, and Biden is reaping the benefits.

President Biden is attempting to throw enormous money into a rapidly growing economy, with the Fed accommodating him with low interest rates. Nobody seems to know when or if inflation will reappear, but it is hard to imagine that it is banished forever.

People are pouring money into homes, particularly in the suburbs and rural areas. States like Idaho, Utah, and Florida are growing like mad with their low taxes and open spaces. New York, California, and Illinois are shrinking. This will make it tough for the Democrats to hold Congress because Republican state legislators control the majority of states and will do what they do best, gerrymandering districts to make it tough for the Dems to hold the House in 2022

It appears that Biden is going to advocate a far left agenda Wednesday night to make Bernie Sanders and Alexandria Ocasio-Cortez jump for joy, knowing that not much will pass other than huge money being thrown at his combination climate change and infrastructure ideas, which will accomplish little except building charging stations all over the place to stand idle. 

Meanwhile, as the left media fawns over Joe Biden’s speech to Congress, the majority of American men will be thinking about the NFL draft happening Thursday night, and what players their favorite teams will pick in the first two rounds.

As the league has become more and more quarterback dependent, it is expected that Jacksonville will pick Clemson’s Trevor Lawrence first, and then the trades and surprises will excite America. Zach Wilson of BYU may go second to the New York Jets, but don’t be surprised if it is Justin Fields from Ohio State, Trey Lance from North Dakota State, or possibly Mac Jones from Alabama. 

My prediction is the Chicago Bears will throw everything they have to move up from 11 to 4 or 5 to get a quarterback. The Chicago fans will never accept Andy Dalton as Mitchell Trubisky’s replacement. 

Interesting TV coming up tonight and Thursday. President Joe Biden is not my pick in the ratings.

Question: Are you more interested in Biden’s State of the Union or the NFL Draft?

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Ep. 119 – Minimizing Your Customers’ Pain with Federico Veneziano

By Noah Graff

Today’s show is the first episode of a multi-part series about how machining companies acquire new work. 

Our guest is Federico Veneziano, CFO and COO of American Micro Products Inc., a precision machining company in Batavia, Ohio. Federico says one his key strategies for getting new customers is proving to them his company will minimize the problems that are bound to occur in most manufacturing jobs.

Scroll down to read more and listen to the podcast, or listen with Google Podcasts, Apple Podcasts or your favorite app.



Main Points

Federico talks about how the selling process in the machining business has changed in the last few years. He says there are fewer face-to-face meetings now, but he still prefers the traditional human touch. (3:20)

Federico gives an overview of American Micro. The company is located in Batavia, Ohio, just outside of Cincinnati, and it was founded in 1957. It mostly focuses on turning, but also does milling. It makes parts for the automotive, aerospace, and defense sectors, along with a little bit of industrial and medical. American Micro’s workforce fluctuates between 150 and 200 people. It has also had a factory in China since 2005, with around 100 employees. (4:20)

Federico came to the United States in 2004, working for the machine tool builder DMG. He did technical support and service, process engineering, and sales, which gained him a lot of knowledge of machining companies and cultures around the world. He worked on American Micro’s Gildemeister GMC35 CNC multi-spindles, which eventually led to him coming to work there. (6:40)

Federico hates to say it, but aerospace is one of American Micro’s most significant markets, so it has been hit hard by the current troubles of the commercial aerospace industry. The company has had success doing specialized automotive parts such as fuel diesel components and parts for steering pumps. Defense is becoming one of the company’s most important sectors. He says the medical industry has been harder to penetrate because it requires a company to have established contacts already in the business. (8:20)

Federico says one of American Micro’s strategies is to stay in markets it already knows well so it can provide good service to customers. The company uses databases and other resources to find potential customers and then contacts them via phone or email. If a job seems like it has potential, the company tries to set up a meeting to do a presentation, where sales representatives talk about the added value American Micro can provide beyond just price. Federico says he tries to identify potential customers’ pains and then come up with solutions to their problems. He says this is the key to getting new jobs. (10:30)

Federico Veneziano, CFO and COO of American Micro

Federico reiterates that it’s important to make a value proposition beyond a good price per part. He says the constant emphasis today of customers choosing venders exclusively on the basis of price is diluting the value of manufacturing. He says price pressure causes work to go overseas, which creates new complications that sometimes make parts more expensive than if they were made in the United States. He says it worries him particularly when some sectors move overseas, such as aerospace and defense because a drop in quality could have dangerous ramifications. (13:30)

Federico says meeting customers in person is important for American Micro to get to know them and understand the problems they are dealing with.(15:35)

Federico says it’s important for salespeople to have a technical understanding of jobs so they can set realistic expectations for customers. He says in the past there may have been enough margin that even if suppliers couldn’t reach their promised results, they could still meet their customers needs, but that usually isn’t possible nowadays. (16:40)

Federico says in China getting work is an entirely different process than in the United States. It usually consists of an online bidding process. However, he says that model doesn’t necessarily apply to American Micro because foreign companies in China usually do work for other foreign companies, not Chinese companies. This enables some personal relationships. He says payment processes are totally different in China than in the United States. (19:00)

Federico discusses the negotiation process for machining jobs. He says the process depends on whether a product is ongoing and established or if it is a new product. If the product is already being produced by someone else, a buyer will either offer an expected target price or they will ask the supplier to propose a price first to see if they can get a better deal. Federico says he thinks it’s best if the customer starts out by giving their target price because if the target price is dramatically different from what a supplier can offer it will be a waste of time to try to make a deal. Also, he says if everyone is pushing as hard as they can to get the best price possible it will hurt the market as a whole. Every deal will become based on price, rather than important value added services and longterm relationships. He says it can be a problem when traditional salespeople do the negotiating because their commission might be their only concern. (20:20)

Federico says American Micro uses manufacturer’s reps, but in a controlled framework that has been quite successful for the company. Its manufacturer’s rep has technical knowledge and has an intimate relationship with the company. American Micro has an exclusive agreement with its manufacturer’s rep, so for a specific service or part he can only represent American Micro, rather than working for several companies. He says the exclusive relationship is necessary, otherwise the rep will become a quoting house where he has the power to choose between several companies who gets a job. He says traditionally a manufacturer’s rep receives 3-5% commission for a supplier or customer. Even after the manufacturer’s rep makes an introduction, American Micro still has to make its pitch to a customer to get the work. He says to him it’s more difficult to get new work than get a new supplier (23:30)

Noah asks if American Micro prefers to buy equipment before the company has work for it or wait to acquire the work first and fill the need with a machine. Federico says it’s great if you can get jobs for equipment a company already has. He says if American Micro buys a machine for a specific job, it needs firm long-term agreements in place to insure the work for the machine. However, he admits it can still be risky, so it’s important to have knowledgeable people making deals, increasing the likelihood jobs will be executed. He says 15-20 years ago, long-term agreements were less common than today. (29:30)

Federico projects 2021 to a be a decent year for American Micro, but it’s important to the company that aerospace makes a comeback. Based on the company’s market research he thinks in August the sector will ramp up. For other sectors he is bullish. He was surprised that automotive was not hurt significantly by the pandemic in 2020. (31:30)

Federico says he thinks small and medium manufacturers should collaborate more, rather than always fighting for work. He says constantly fighting for work causes a lot of jobs to be decided only by price, which hurts the quality of parts in the overall market. He says companies should instead divide up work based on each company’s strengths, rather than every company trying to hoard all the jobs. (32:40)

Question: Do you prefer to buy a machine before you have any work for it, or buy equipment only when you have a job for it?

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Looking for a Few Good Human Beings

By Lloyd Graff

My machinery sales company, Graff-Pinkert, is looking for at least one more person to work in our factory. 

I let two people go during the pandemic because of lack of business, and we just lost a skilled screw machine rebuilder who had worked for us as a gig employee four days a week. The pace of business today is hectic, with more action than we can readily handle, so I am looking for one or two people to join us.

How do you find good people who fit into your organization?

Networking is my first choice. Talk to your people to see if they know of somebody with the right skills who is between jobs, interested in switching, or wanting to start a new career. This has worked for me before, but it has had no traction this time.

Recruiting firms are another idea, but my impression is that they are primarily aimed at high-priced, specialized talent.

Informing folks at vocational schools has been another approach I have tried with no success. In the past, I have hired kids with no skills, no drive, and a few who were thieves.

An approach which worked for us in the past is focusing heavily on the local publications which cater to the community where our business is located and may catch just the right person at the right time. One of our best recent hires came in a serendipitous way. The man’s wife saw an ad in the most local of local publications and recognized the name Graff, which she knew was a member of the synagogue I belong to. She is the synagogue’s staff manager. She called my wife and said that her husband had just lost his job, which he had held for 20 years at a local firm that was experiencing hard times. 

I said to come in for an interview and hired him on the spot. 

This time around I am hoping again for serendipity. I decided to try something quite different than any wanted advertisement I had ever seen before for a cleaner-painter. I also knew we were competing with Amazon, which just completed a gigantic nearby warehouse, with decent benefits and college tuition dangled as a bonus offer after 18 months on the job.

The first sentence of the Graff-Pinkert advertisement stated that the company was looking for “a good human being.” I then lauded the values and history of the firm, emphasizing it was a local family business in Oak Forest, Illinois. Then I described the job and the pay and stated that the person we hire must not mind getting dirty on the job.

We experimented by running the ad in just four communities in the local internet news publication. We requested that people who were interested come by the office to fill out an application. The ad cost $28 for the week.

We got one interesting 20-year-old who stopped by and one highly overqualified person with a great deal of experience in repairing CNC equipment, which we have been investing in heavily. He lives five minutes from Graff-Pinkert and is commuting an hour each way to his current job. He saw an opportunity from the text of the ad and the address of the company. He knew exactly where our building was.

Will we hire him? I don’t know yet. That would probably mean hiring two people, which is what we really need.

We will run the ad again with a wider circulation this week. 

Do you know of any good human beings in the neighborhood? It’s a long shot, but aren’t they all?

Question: Do old school help wanted ads still work for you?

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Ep. 118 – Coping with Stress at Work with Darcy Gruttadaro

By Noah Graff

Today is the final episode of our series about mental health in the workplace.


Our guest is Darcy Gruttadaro, Director of the Center for Workplace Mental Health at the American Psychiatric Association Foundation. Darcy’s organization works with companies of all sizes, giving them tools to support the mental health of their employees. She says that having a warm and social atmosphere in the workplace is more important than ever to keep people relaxed during these stressful times. 

Scroll down to read more and listen to the podcast, or listen with Google Podcasts, Apple Podcasts or your favorite app.



Main Points

Darcy explains how her organization works with employers of all sizes to develop programs, tools, and resources to support the mental health and wellbeing of employees and their families. (2:30)

Darcy talks about how she got into her profession. She has family members with serious mental health issues. She was a lawyer and had worked with some hospital clients related to their psychiatric units, work that she found interesting and important. She moved to Washington D.C. to work for the National Alliance on Mental Illness (NAMI), doing policy work mostly related to the public sector. She then joined the American Psychiatric Association Foundation, where she works with private employers to improve their mental health programs. (3:40)

Darcy says in the two and half years before COVID-19 hit in March of 2020, the number of companies taking an interest in the mental health of their employees was growing. However, when COVID-19 came into the forefront of people’s lives, the interest of companies in the mental health of their employees increased dramatically. (5:00)

Darcy Gruttadaro, Director of the Center for Workplace Mental Health

Darcy says that her organization provides employers with support around raising mental health awareness, eradicating stigma, and breaking down various barriers that stop people from getting help when they need it. It also works with employers to develop strategies to build a more mentally healthy company culture, so employees feel more safe getting mental help when they need it. Finally, it works to make mental health therapy accessible. She says most health insurance provides access to mental health care, but it’s important for employers to help employees navigate the mental health system, which is often complicated. (5:50) 

Darcy compares the mental health issues faced by people who are mandated to work at home to those faced by people mandated to work in factories during the current pandemic. She says since March of 2020, the CDC has been collecting weekly pulse data showing that nationally the number of people experiencing symptoms of anxiety or depression has tripled. (9:30)

Darcy discusses data that shows many people prefer not to work at home because they find the social connection with colleagues in the workplace to be comforting. On the other hand, she says many people go to work feeling anxious about COVID-19 but hide their feelings from colleagues and employers because they think they will look weak or flawed. She says when people allow negative stigma to prevent them getting the mental help they need it can lead to suicide. She says openness to talking about mental health in manufacturing environments is not prevalent enough. (11:10)

Darcy says that depression impacts women at a higher rate than it impacts men. She says she thinks it’s likely there is greater risk for substance abuse among men working in physical jobs, who may be using alcohol or painkillers to cope with pain suffered on the job. She says the stoic culture of people in trades such as manufacturing makes it less likely that they will get the mental help they need, but she admits she is not sure what research has found in this scenario. (13:20)

Darcy advises that business owners and leaders not be afraid to show some vulnerability to their employees because it can make them feel more at ease with their own mental issues. Also, it helps for leaders to simply tell people they realize the difficult and stressful times everyone is going through. She says it’s important for people to get professional help as soon as possible, because the longer people allow mental health issues to linger, the greater toll they take. (14:50)

Darcy talks about traveling through Texas where she saw an entire crew at a construction site stretching together before work. She talks about a utility company that had workers do group meditation to quiet their minds, help them focus, and prevent injury. She says management taking time for employees to do self-care activities demonstrates to them it cares about them, which has positive effects on moral. (18:00)

Darcy says during our current stressful time period it is more important than ever for people at work to be social with one another because people by nature need social connection. She prescribes that managers reach out to employees working remotely via video teleconference to tell them that they know they are going through difficult times. Even if people role their eyes or poo poo the gesture, it still makes employees feel cared about. (19:20)

Noah asks Darcy her predictions about widespread mental health when the pandemic is over and things “get back to normal.” She says there will be some strong concerns about mental health for at least three years, particularly for kids or teens, whose lives were drastically disrupted in 2020. However she says that after this difficult period people may have also developed resilience to difficult situations and learned new coping strategies. She says it will be important for managers to remind employees how they have weathered the storm together but still need need to stick together. (21:30)

Darcy talks about mental health in several different countries. Canada has voluntary workplace mental health standards that employers are asked to follow, which California is currently trying to emulate. In the United Kingdom the Royal Family has taken an interest in creating organizations that support workplace mental health. (24:00)

Darcy says to her the word “happiness” means feeling settled, feeling like you’re contributing to the world, having purpose, and looking forward to every day (26:30)

Noah asks Darcy what she learned last week. She said she relearned how much work (and fun) it is to get a new puppy. (27:00)

To learn more about the Center for Workplace Mental Health at the American Psychiatric Association Foundation go to

Question: Do you prefer working around a lot of people, or very few people?

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More Than Seven Questions on My Mind

By Lloyd Graff

These are a few questions on my mind. I think you get smarter by asking questions, not showing off how much you know.


1) Does CBD oil work for you? I have experimented with it after friends told me it worked wonders for them. Here’s what I have found. It helps with the arthritic pain in my thumb and index finger of my left hand. It isn’t miraculous, but it is useful. My sore knees and shoulder don’t seem to improve from it.

How do you use it?

Do you have a brand that is superior, or is it all the same brown, smelly stuff?

2) If you have some money to invest and you have no taste for hoarding cash, gold, or collectibles, where do you put it? Would you go into business with a CNC mill or lathe?

Let’s say you are 40 years old and plan to work 25 more years. Would you look for real estate, perhaps a fixer-upper? Would you buy as much house as you can afford and hope for appreciation while you enjoy living in it? 

Would you consider the stock market? If you have a taste for equities, would you buy tiny amounts of high-priced stocks like Amazon and Google, or buy a low priced stock, hoping it will become the next Apple or Costco? 

Would you look for an advisor who, for a fee, invests for you and others? Would you put it in a fund like Fidelity or Vanguard that spreads it out over a huge number of stocks, figuring it is impossible for an individual to beat the averages over time.

3) Is Bitcoin a gigantic fraud or the next big thing? Right now it is on a huge roll. Cryptocurrencies have achieved credibility, but maybe it is a huge Ponzi scheme. It is still difficult to use Bitcoin to buy much, but smart guys like Elon Musk think it is real money.

4) Is the electric vehicle really going to take over the bulk of the transportation industry over the next 10 years or is it way overhyped? Tesla is the only manufacturer to get any traction, and many believe that its growth is primarily because of government subsidies and the flamboyance of Elon Musk.

Ford, GM, Volkswagen, and BMW all proclaim they are going all-electric. Do you believe them? Are you planning on buying an electric vehicle over the next few years? Do you really think electric vehicles will save the world’s environment?

5) This brings up my next question. Do you believe climate change is an existential threat to you personally? To America? To the world? I have my doubts, but I’m over 70, so nobody really cares. Do you think about climate change every day and do your small part to limit it?

6) Is saving the environment today’s religion? Has it replaced Christianity, Islam, and Judaism as the true religion of the day for many young people?

7) I will end with a big one. Are you a racist? Many African Americans say that if you are not black and have been brought up in America, you are racist by definition. I think there may well be some truth to this claim, not because every non-black person raised here is full of hatred, but because our society has taught us to think and behave that way. Do you agree?

These are not easy questions, but hopefully they will make you think. Maybe even write a comment.

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Ep. 117 – Mental Recovery with Dr. Ari Graff

By Noah Graff

On today’s podcast we are continuing our season about mental health.

Our guest is Dr. Ari Graff, a psychologist at the Shirley Ryan AbilityLab, a nationally ranked rehabilitation research hospital based in Chicago. Patients come to Shirley Ryan to recover from severe illnesses and injuries. Dr. Graff’s job is to help patients mentally heal from the emotional trauma that comes along with being damaged physically.

The opinions in this podcast episode are solely those of Dr. Graff. They are not on behalf of the Shirley Ryan AbilityLab.

Scroll down to read more and listen to the podcast, or listen with Google Podcasts, Apple Podcasts or your favorite app.




Main Points

Noah introduces Dr. Ari Graff, who happens to be his older brother. Ari has been a practicing psychologist for the last 14 years. He has a private practice doing therapy mainly with adults, and he also has been working at the Shirley Ryan AbilityLab for 11 years. The Shirley Ryan AbilityLab is a rehabilitation center for people who have suffered severe illnesses and injuries such as strokes, brain injuries, spinal cord injuries, and amputees. (2:30)

Ari is the psychologist of Shirley Ryan AbilityLab’s outpatient clinic. Patients there are in the process of intense rehabilitation, often doing physical therapy, occupational therapy, and speech therapy. (4:00)

Ari says he sees around half of the roughly 150 patients who attend the clinic throughout the week, usually seeing patients only once for an hour. Sometimes patients request to a see a psychologist, but often they are referred to him by their rehab team or a physician. He says often he is the first mental health specialist patients have ever worked with. Generally they are not expecting to speak with a psychologist because they have been focusing all of their energy on their physical recovery. (5:20) 

Ari says it surprised him at first how much impact just one hour-long session can have for patients. He says they get a chance to feel understood about what they are going through. They learn about what to expect from rehab. They also hopefully gain a better understanding of their own mental state. (6:40)

Ari says a common issue rehab patients have is that they don’t feel like they are in control. Becoming disabled is difficult for people to adjust to. One thing Ari tries to help them cope with is the uncertainty whether they will recover from their current disability.(9:00) 

Ari says he tries to make people focus on the things they have control over rather than what they can’t control. He encourages people focus on their diet, sleep, and ability to manage stress. He encourages people to try to understand their condition and limitations. He also suggests to patients to communicate with their doctors and health providers to understand the recovery process and to advocate for themselves. (10:00)

Ari says it’s important for him to educate patients about what to expect during the rehabilitation process. He says after a stroke or injury to the brain, the brain needs time to recover. Research says this recovery usually happens in six months to a year, so it’s important for patients not to feel frustrated when they are not back to normal quickly. He says it’s important to give people hope as well as realistic expectations. (12:00)

Ari talks about the mental recovery for people who have been injured on the job. He says those people might have anxiety about going back to work. It’s important for them to process their feelings about how they were injured and process feelings of blame for coworkers, as well as blame for themselves. (14:00)

Ari talks about people he works with who are recovering from severe cases of COVID-19. Some people suffer the effects of being on ventilator for a month or two. Some people are weak or immobile after being in bed for a long time. Others suffer brain injuries if not enough oxygen gets to their brain. People also suffer psychological trauma from the illness, particularly if they were not able to see their loved ones while in the hospital. (15:00)

Noah asks Ari if he has advice for people whose coworkers are exhibiting mental health problems. Ari says some companies have employee assistance programs that provide some limited mental health support. He says it’s probably tricky for a coworker or boss to help another worker seek mental health support. (18:00)

Dr. Ari Graff, Psychologist at Shirley Ryan AbilityLab

Ari compares talk therapy with prescribing medication to help people with their mental health. He believes both methods of therapy can be helpful if administered the right way. He says people should not assume that prescription medication is being abused. He says that sometimes for patients he sees at the rehab center, opioids can be very helpful for them during a physical therapy session when their pain would otherwise be so excruciating it could hinder doing their rehab exercises. (19:00)

Ari talks about helping his patients manage their pain. He says that pain is not just a physical experience. It’s a cognitive experience, an emotional experience, and even a spiritual experience. He says research has shown that negative thoughts and emotions have the power to increase pain while positive ones can alleviate it. He uses therapy methods such as mindfulness and meditation, which can help people observe their thought processes about pain and then start to make shifts from a negative to a more positive and realistic thought process. (22:00)

Noah asks Ari if everyone could benefit from therapy. Ari says he thinks most people could get something out of therapy, but there are a lot of different types of therapy available, so people need to find their right fit. He says it is important for people to attend to their mental health the same way they attend to their physical health. (24:00)

Ari says to him the word “happiness” means contentment, fulfillment, and purpose. He says that most people desire a sense of meaning in their lives, not just joy. (26:00)

Ari says people in recovery need to know that they can find value in themselves, even if they have limitations. He says our culture emphasizes measuring people by how much they can produce and achieve, but people need to know that we all have intrinsic value. (26:30)

Ari explains mindfulness, which is an important method he uses in his therapy. He explains it as non-judgmental attention to our present experience. It’s a way to be, without trying to fix or do something in the moment. He says it is important for people to be aware that they can still find value in life—take some downtime for pleasure, interact with family members, etc., while still working toward their big goals. (27:00)

Ari concludes by saying that people should not see their medical problems only as a setback. He says the people who cope the best with their problems are those who look at their situation as an opportunity to learn or grow from. Instead of only seeing their injury in a negative light, its helpful for people to try to find the positives they can get out of it. (28:45)

Question: When has therapy helped you or your loved one?

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By Lloyd Graff

Noah challenged me yesterday as he often does. He said to me, “Dad, what three things have you learned in the last week?” 

The question forced me to assess what thoughts have had an impact on me, something I seldom do unless I am writing a daily diary. 

This week I’ve learned about resilience.


I have been corresponding with a casual friend who used to live in my neighborhood. She and her husband, a doctor, moved to Buffalo for a medical position more than a decade ago. He was struck down by a near fatal heart attack a month ago.

The story was so eerily familiar to my own. Doctor Mike and his wife Barbara drove to the hospital because he was feeling lousy but not awful enough to call an ambulance. The nurse listened to his heart, quickly called the emergency room and cardiologist, and Dr. Mike was whisked off to surgery.

A quintuple bypass operation in the nick of time barely saved his life. Since then, he has been in and out of the ICU, and on and off of a ventilator. He has suffered from arrhythmias and scared his wife almost to death. Part of her therapy has been to write to family and friends.

Because of COVID, only one person has been able to visit Mike at a time. The couple had recently moved to the Washington DC area where their daughter and grandchildren live, but there are very few people there who they know.

My connection with Barbara is that I can tell her about what it is like to have a heart attack, almost die, and live to tell my story 12.5 years later. It lifted her spirits and her children’s to learn of my experience. When you see your husband for days and days on a ventilator, hear the fears of the doctors that flit in and out, always cautious and frequently covering their behinds by telling the possible worst case scenarios, the time passes slowly.

I was happy to relate a real best case outcome for her to take home to her lonely apartment in DC. My wife, Risa, also wrote, telling Barbara what it was like for her when I was in the hospital.

Mike was supposed to come home today after more than a week of ups and downs in a rehab facility. Risa knows what it is like to be the first line of defense when there are no medical professionals around.

I was never that close to Mike and Barbara in Chicago, but this experience has brought us together. I wrote to her a few days ago, telling her that the fear never totally goes away. Live every day. 



Another story of resilience Risa told me about yesterday concerns the daughter of her Tae Kwon Do Master who lost her teenage daughter to cancer two years ago. She also suffers from multiple sclerosis. She is well into her 40s. 

She had an enormous desire to have another child and was able to harvest her eggs for an in vitro attempt. Her younger sister, who already has four children of her own and is also over 40, agreed to carry the potential baby. Against huge odds, they are midway through the pregnancy with high hopes for a healthy birth and baby. 



Monday night, Baylor beat Gonzaga to win the men’s NCAA basketball tournament. It was Coach Scott Drew’s 18th season at the school. He arrived in 2003 at the age of 32 after one year as head coach at Valparaiso.

Scott was attracted to Baylor because the basketball program was in shambles. One teammate had shot and killed another teammate, and the former coach had been caught giving under the table cash to team members. The NCAA took away most of the team’s scholarships. Scott took the job nobody wanted, perhaps because he felt there was no way things could get worse.

His first year, Scott held tryouts to find players. Most of the kids who tried out didn’t even go to the school. But Scott Drew was tenacious and Baylor received a bid to the NCAA tournament in 2006. 

The program got stronger and stronger, and it developed a reputation for being able to utilize the skills of different types of players. 

Last year’s team would have been a #1 seed if the tournament had not been canceled by COVID. This year, Baylor was ranked number two all year with Gonzaga undefeated and #1. The two teams had been scheduled to play one another in December, but COVID again had canceled that game. 

Monday night, Scott Drew’s Baylor Bears absolutely slaughtered Gonzaga.


Question: When has resilience come into play for you?

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Best of Swarfcast – John Habe IV on Valuing a Machining Business, Parts I & II

By Noah Graff

Today’s podcast is a “Best of Swarfcast” from Summer of 2019, a two-part interview we did with John Habe IV, President of Metal Seal Precision, a machining company based in Mentor, Ohio.

Over the last several years, John has grown Metal Seal Precision both organically and through major acquisitions. According to John, growing through acquisitions can be financially rewarding but does not come easily. John discussed the difficulty in buying companies, which often have emotionally attached owners. He also talked about how he calculates the buy price of a company. He looks at cashflow, often called EBITDA in the acquisitions business, as well as criteria such as product sector, customer diversity, and management style of the current ownership.

Listen to Part 2 on your favorite podcast players, or follow the links below to listen to both parts! listen with Google Podcasts, Apple Podcasts or your favorite app.



CLICK HERE to listen to PART 1: Ep. 41 – John Habe IV on Growing a Machining Business through Acquisitions

CLICK HERE to listen to PART 2: Ep. 42 – John Habe IV on Valuing a Machining Business

Question: Is this a good time to go into the machining business? If so, what sector?

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Money Vs. Respect

By Lloyd Graff

If you’re looking for poverty and violent crime, Bessemer, in the great state of Alabama, is your town. It was also Amazon’s pick for a huge distribution facility with 6,000 workers, which opened exactly one year ago. Today the results might be in for a landmark union organizing effort and vote at the spanking new facility, built in the former coal mining, limestone, and steel-making town of 27,000, just outside of Birmingham. 

Is the Tide coming back for unionism in America, with President Biden rooting for the Retail, Wholesale, and Department Store Workers Union and Bernie Sanders making an appearance?

Or, is the second biggest US employer behind Walmart going to use its $15 per hour wages plus hiring bonus and health insurance to carry the day? It’s a fascinating contest because Amazon pays so well in a starving community, yet the union feels it has a good chance to organize the facility. 

Both sides have a lot invested and think the election will be tight. Why? What does it mean for the machining world?

Jeff Bezos hates unions when they threaten his company, though his newspaper, The Washington Post, has been friendly to organized labor, unless it pertains to Amazon. 

You don’t go to work at an Amazon distribution facility if you are looking for a picnic. The work is physically demanding, repetitive, and very tough on the hands and wrists. If you work on the line, you are likely to be exhausted after a 10-hour day. Many of the workers are not young and have never done hours and hours of handling boxes, day after day. It isn’t coal mining or steel making. The facility is air conditioned and well lit, but make no mistake, Amazon pushes its people very hard, hand and forearm injuries are common, and many people do not last.

A woman who did domestic work once a week in our home eagerly took a sorting job when Amazon opened one of several facilities in the south suburbs of Chicago. She hoped the hourly wage, health insurance, and opportunity to use one of its perks, paying for a community college course in surgical instrument sterilization, would raise her up in the world. She ended up with severe hand and wrist disabilities from continually handling boxes, a common malady.

It is hardly a secret that Amazon is hoping and planning for robots to do more and more of the demanding and difficult work in its spectacular facilities, but we’re not there yet, and Amazon needs a million humans to pack and drive everyday.

These days, unions are seldom interested in attempting to organize smaller machining companies. My observation is that workers in such firms are generally heartily anti-union. In the machining world today, there is a shortage of skilled people. Workers who show initiative have ample room for advancement in a highly competitive milieu for talent.

If Amazon loses the election today, it will be more about working conditions than money. One of the biggest gripes about working for Amazon is that employees don’t even have time to use the bathroom in private. Drivers routinely take plastic bags with them to relieve themselves. 

Amazon always wins these elections because money talks. Amazon has argued that the cash and perks are worth the sore wrists and urinating in plastic bags. It builds facilities where Google doesn’t recruit. If it loses in Bessemer, that does not necessarily mean the Tide has turned, even if Joe and Bernie will cheer the results.

It will just mean we will get robots and driverless vans a year or two earlier.

Question: Have you ever been in a union? What was it like?

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