Creating Staff Energy Influencers

What You’ll Learn

What if every staff member at your utility felt confident answering energy questions? In this episode, Benton PUD’s Jodi Henderson shares how its Empowered program turns staff into energy pros through training built on employee needs. Find out more about the program at bentonpud.org/empowered.

Notes: Filmed at NWPPA’s Northwest Innovations in Communications conference.

Guest Speaker

Jodi Henderson

Show Notes

Transcripts have been lightly edited for clarity and readability.

Intro: A production of Pioneer Utility Resources. StoryConnect, helping communicators discover ideas to shape their stories and connect with their customers.

Megan McKoy-Noe: How can you create staff energy influencers? It’s just a great word. Okay, that’s what I’m here talking to you about in this episode of The StoryConnect Podcast. Hi, I’m your host, Megan McKoy-Noe, one of the storytellers at Pioneer Utility Resources, and I’m joined by the delightful Jodi Henderson. She is the manager of government and community relations at Benton PUD in Washington. Now we are together in beautiful Whitefish, Montana.

Jodi Henderson: It’s gorgeous.

Megan McKoy-Noe: There were deer outside this morning. Did you see them?

Jodi Henderson: I did not, I saw some yesterday. Yes.

Megan McKoy-Noe: It’s just, I mean, I’m from Georgia. We have a lot of deer in Georgia, but there’s something special.

Jodi Henderson: About the outdoors out here.

Megan McKoy-Noe: The outdoors and just being there and also being together. We are here together, not just vacationing though we should. It would be fun.

Jodi Henderson: It would.

Megan McKoy-Noe: But we’re here together at NWPPA’s Northwest Innovations and Communications Conference, and you are going to be speaking. And I asked you to give us a little taste of what you’re talking about today. So thank you so much for joining us.

Jodi Henderson: No problem. Thanks for inviting me.

Megan McKoy-Noe: This is exciting. I have been a fan of yours for a while. And then I heard about what you created at Benton PUD. It’s a program empowered that is helping to generate staff energy knowledge, which is something I think a lot of folks are struggling with, especially we have new folks coming in. You have folks retiring. I don’t know if y’all are seeing a lot of folks retiring at Benton.

Jodi Henderson: Definitely. We see a lot of turnover. In fact, the last five years, I think we’ve probably had 80, 80+ percent turnover.

Megan McKoy-Noe: 80% turnover?

Jodi Henderson: Yeah.

Megan McKoy-Noe: Jodi, that. And so you’ve got folks coming in, and we have programs for some of the programs for apprentice line workers and whatnot. And they kind of understand the job, but they don’t always understand and the rest of your staff don’t always understand who they are and who they work for. I still remember when I started at my electric co-op, they handed me a, I think it was a kid’s book.

Jodi Henderson: A kid’s coloring book, right?

Megan McKoy-Noe: It was kind of like a kid’s coloring book. It was black and white, but it was like how energy is generated. And that’s like, this is what you need to know. And I’m like, thank you. It’s like a tract from the 80s. It was interesting. But it helped. It helped, but not everybody gets that. Not everybody gets that kind of training. So tell me about the program and your goals for your staff.

Jodi Henderson: Okay. So Empowered as you mentioned, much turnover in our industry, especially at our utility. And so we wanted to make sure that we were doing education. Education and we wanted to prepare for outreach. So we wanted our employees to know where they worked, the industry they worked in, how, as you mentioned, how electricity is generated. What forms of energy we have. What are the trade offs of them? We wanted staff to be empowered. We wanted staff to be a trusted energy partner for our customer. So we developed this Empowered program. And this program is, you could you could call it a learning program, but we think it’s more. We think it’s a strategic investment in our employees.

Megan McKoy-Noe: Ooh, that’s fancy. That gets the board members happy and excited. I like that.

Jodi Henderson: It does. And our general manager was behind this 100%. And he talked with our commissioners who said this is what we need to do. We need to do for our employees. We need to, again, make them empowered about the industry they work in so they are confident. They are creditable, and they can be a trusted energy partner in our community.

Megan McKoy-Noe: And they take pride in what they do in their place and how they help. And they can empower everyone in the community, and they understand that. So I love that. It was so exciting, and I can’t wait to hear you share with everyone. So I appreciate you taking time to share with me now. What sparked the realization for you that your staff didn’t fully understand energy or just the energy basics?

Jodi Henderson: You know, I think it was the turnover. It was the new staff that came in and, you know, it was listening to what they knew. It was listening to what they needed to hear, what they needed to know. You know, we went out and asked them, “Hey, how do you feel about your industry? How do you feel about Benton PUD? Are there knowledge gaps? Are there things that you want to learn more about?”

Megan McKoy-Noe: But you don’t know what you don’t know.

Jodi Henderson: Right, so we again surveyed a segment of our employees. Not –

Megan McKoy-Noe: And how many employees, I should ask.

Jodi Henderson: We are at 149, 149 full time employees.

Megan McKoy-Noe: Okay, nice. Can’t wait for 150 to walk in that door. Huzzah!

Jodi Henderson: We’re going to break it. I know. But we’re probably split between our line staff and administration almost. Well, maybe 60/40. I was going to say 50/50, but.

Megan McKoy-Noe: Okay. Sure.

Jodi Henderson: So we wanted to make sure that we heard not only from our administrative staff, from our customer service representatives, who were many of them were new on the job, learning the industry, learning our processes, learning our policies. But our line staff who are out communicating with our employees, our energy services programs, who go out and talk about conservation. Those employees that were out in the field, what do you feel you need to know more about? So that’s –

Megan McKoy-Noe: What questions are you getting, and you don’t know how to answer?

Jodi Henderson: Exactly.

Megan McKoy-Noe: Yes.

Jodi Henderson: So that’s where we started.

Megan McKoy-Noe: I love that.

Jodi Henderson: Yeah.

Megan McKoy-Noe: Okay. You said before the program began, you did start asking those questions. And I’m very keen on the nitty gritty. How did that work? So in addition to just asking, did you use programs, surveys? Were there interviews? How did you find out and start writing down, cataloging the needs of your staff?

Jodi Henderson: Yep. We worked with a great partner in the community.

Megan McKoy-Noe: I love partners.

Jodi Henderson: Campbell Training Solutions.

Megan McKoy-Noe: Okay.

Jodi Henderson: Their staff is learning experts, so they came in, and they actually did surveys with our employees.

Megan McKoy-Noe: Nice.

Jodi Henderson: They were surveys that they developed. We put those out to the employees. It was electronic versions or hard copy.

Megan McKoy-Noe: Okay, so you gave both based on how they preferred to answer.

Jodi Henderson: How they preferred to answer. We did focus groups, so we sat down and talked with the employees. The Anne Campbell at Campbell Training Solutions took the lead on that. You know, and reached out and had some one-on-one discussion. So, and really probed, started asking some probing questions.

Megan McKoy-Noe: Yeah. Open-ended questions. I don’t think they get enough street cred.

Jodi Henderson: No.

Megan McKoy-Noe: They’re glorious because that’s where you really dig in. So I like that. So you had written surveys. You had electronic versions of those, and you had the focus groups to dive in and get those things that you might be missing in questions that you don’t know what you don’t know. Right?

Jodi Henderson: Exactly.

Megan McKoy-Noe: So I love that blend.

Jodi Henderson: Yeah.

Megan McKoy-Noe: And then you asked how they preferred to learn. What was the big takeaway? Was it different for everybody because everyone has different ways that they enjoy learning.

Jodi Henderson: Exactly. And I think the big takeaway was they wanted to learn online. They wanted a version where they could sit down. Again, we made this a voluntary program, but some of our staff do it on their own personal time.

Megan McKoy-Noe: Wait, wait, wait, wait, wait. I did not know that.

Jodi Henderson: This is a voluntary program that our employees can choose to participate in.

Megan McKoy-Noe: Are they getting paid for this?

Jodi Henderson: There is an incentive.

Megan McKoy-Noe: Ah, incentives.

Jodi Henderson: If they do participate, we currently have a three-phase program. And so as they, I know more. Let me give you more. But as they complete parts of the program, there is incentive for PL so.

Megan McKoy-Noe: PO?

Jodi Henderson: PL.

Megan McKoy-Noe: What is PL?

Jodi Henderson: Personal leave, so that’s time away from the office.

Megan McKoy-Noe: So free time.

Jodi Henderson: Free time, yes.

Megan McKoy-Noe: So it’s a barter system, really?

Jodi Henderson: Yeah. It is. Yeah.

Megan McKoy-Noe: You give us a little, we’ll give you a little.

Jodi Henderson: Exactly.

Megan McKoy-Noe: Okay. Do you do you have power puns?

Jodi Henderson: We do.

Megan McKoy-Noe: Throughout? Oh, my God,

Jodi Henderson: We do. In fact, one of the things that we do, you asked how the the employees wanted to learn and online was one of the top priorities. But there was also knowledge checks. So as I’m learning, I want you to quiz me. I want you to validate that I’ve learned the material.

Megan McKoy-Noe: So they’re asking for quizzes.

Jodi Henderson: Asking for quizzes.

Megan McKoy-Noe: Pop power quizzes.

Jodi Henderson: Pop power quizzes. You know, they also wanted reference materials. Let me be able to take this away. So if I need to look at it again in the future, I can reference it. We call it our powerful highlights. So there are fact sheets that they can take away from each one of our episodes, our learning courses on the topics that they’re learning about. So they have those for future reference.

Megan McKoy-Noe: So they have a way to plug in to the knowledge they’ve had before.

Jodi Henderson: Yes.

Megan McKoy-Noe: How corny are these jokes? Because I can go hard.

Jodi Henderson: We’re doing dad jokes. We’re doing dad jokes. We try to be again, creative and fun.

Megan McKoy-Noe: You have to be fun. You’re asking them, “Hey, spend some of your time with us.”

Jodi Henderson: Yes.

Megan McKoy-Noe: It’s not something that you’re making them do which I think is really important.

Jodi Henderson: Correct. They’re choosing.

Megan McKoy-Noe: They’re choosing to do it. what’s the participation rate?

Jodi Henderson: You know what? Our first year, our first episode, we wanted to be at 50% of our employees.

Megan McKoy-Noe: Okay.

Jodi Henderson: We actually reached 82%. And this first, I know, this first episode.

Megan McKoy-Noe: I’m bowing down to Jodi, if y’all are not watching.

Jodi Henderson: It was impressive. It was amazing the response from the employees. But again, we had gone out and asked them what they wanted.

Megan McKoy-Noe: Yeah. It’s amazing when you give the folks what you want or what they want, and listen to your audience before you assume you know what they want to hear from you and how they want to hear it. And I do love that you’re calling them energy influencers when they graduate from your three phase program. Again, if you’re not a power geek, it just makes me happy. And hopefully some of you are giggling, too. But once they graduate, they’re energy influencers, you can’t make someone be an influencer. This isn’t something you can force. You can make people maybe be energy.

Jodi Henderson: Aware.

Megan McKoy-Noe: Aware.

Jodi Henderson: Knowledgeable.

Megan McKoy-Noe: Yeah, sure. Knowledgeable. But to be an influencer, it has to be something you’re excited about sharing.

Jodi Henderson: Yep, and getting out into our community, talking about what they learned with their family, with their friends, in their sphere of influence. This is what we’re. Yep. This is what we’re charging our employees again to be empowered and to get out and talk about the industry they work in.

Megan McKoy-Noe: Re-energizing them in their career.

Jodi Henderson: Exactly.

Megan McKoy-Noe: What’s your favorite dad joke for the course?

Jodi Henderson: Favorite dad joke?

Megan McKoy-Noe: Yeah, because I know Andy’s going to ask. And he’ll be like, why didn’t you ask a dad joke?

Jodi Henderson: Oh, I don’t have a dad joke off the top of my head. I should have had one.

Megan McKoy-Noe: No, no.

Jodi Henderson: Let me think about it.

Megan McKoy-Noe: There’s a lot of pressure.

Jodi Henderson: Yeah.

Megan McKoy-Noe: I know, I always do dad joke, pun prep.

Jodi Henderson: Pun prep?

Megan McKoy-Noe: Pun prep. Next time, y’all. Next time. I have a feeling this is not going to be Jodi’s first –

Jodi Henderson: We do do, we call them treasure words. Treasure hunts.

Megan McKoy-Noe: I’m sorry, what?

Jodi Henderson: Treasure hunts in our course. So there’s words. There are, I fish therefore I am. So, so there are words that they have to find.

Megan McKoy-Noe: In the current.

Jodi Henderson: In the current course.

Megan McKoy-Noe: No, no. But in the currents they have to fish for words?

Jodi Henderson: In currents we have one –

Megan McKoy-Noe: So you’re blending the metaphors for the?

Jodi Henderson: Blending the metaphors.

Megan McKoy-Noe: Oh my gosh.

Jodi Henderson: We have one episode that talks about fish and dams.

Megan McKoy-Noe: Of course.

Jodi Henderson: And so they had to find those treasure words and email our empowered staff and say, “I found the word. Here it is.” So it’s a way –

Megan McKoy-Noe: And then what did they get?

Jodi Henderson: They were entered into a drawing. Again rewards For getting through.

Megan McKoy-Noe: Bribery works.

Jodi Henderson: Yes, it does, it does.

Megan McKoy-Noe: Okay. I know you’re giving the paid leave for completing the course, but what other bribes have you found that really brighten their days?

Jodi Henderson: You know what? We try to incentivize them as they’re going through the program. So we did have a celebration after everyone got through phase one.

Megan McKoy-Noe: Okay.

Jodi Henderson: And at that point, we gave out swag.

Megan McKoy-Noe: Like special swag they can only get –

Jodi Henderson: Only get if you complete the phase.

Megan McKoy-Noe: Exclusive swag.

Jodi Henderson: Exclusive swag. So we had hat that had the empowered logo on. We had a coffee mug, a tumbler. So it’s something again, they can use in their day to day life and take it out as a conversation piece.

Megan McKoy-Noe: And they’re showing it off to the rest of the staff.

Jodi Henderson: Showing off to the rest of the staff. Look what I learned or look what I earned. So yeah.

Megan McKoy-Noe: Look what I learned and earned. I love that.

Jodi Henderson: Yep.

Megan McKoy-Noe: How often are you doing this course? Is it an ongoing thing? I mean, do the phases. Is it an annual set of three phases?

Jodi Henderson: So we started a program that’s 16 episodes long.

Megan McKoy-Noe: Okay.

Jodi Henderson: Okay. So we are still in the middle of. We’re releasing, we’re still releasing episodes, but there is about nine of them that are out on our website that are available for our community.

Megan McKoy-Noe: Oh, wait, so it’s not just for staff.

Jodi Henderson: It’s. No, we have launched it.

Megan McKoy-Noe: Breaking down barriers.

Jodi Henderson: Breaking down barriers.

Megan McKoy-Noe: Dad jokes bring it home.

Jodi Henderson: Yes, we’ve launched it out to our community, and so they can watch these episodes as well.

Megan McKoy-Noe: Do they get paid leave?

Jodi Henderson: They do not. But they get the again knowledge is power. So they yeah, they get to improve their energy knowledge as well and talk about what they learned with others in their community.

Megan McKoy-Noe: Do they get the swag? Because I have learned people will do amazing things for swag.

Jodi Henderson: We are working on ways to do that and stickers. I know here at the NIC we have, we really, we love our stickers and have them for various things.

Megan McKoy-Noe: They stay with you.

Jodi Henderson: We have stickers for our program as well. And so we want to get those out in the community. So that’s one of the swags we’re working on getting out to the community.

Megan McKoy-Noe: Have you talked? I know we didn’t talk about this beforehand, so I’m going off course, Jodi.

Jodi Henderson: Okay.

Megan McKoy-Noe: But have you talked to your Chamber of Commerce?

Jodi Henderson: We have.

Megan McKoy-Noe: Or Rotary Club. I was a Rotarian, so they’re always looking for speakers.

Jodi Henderson: In fact, our GM was actually, our general manager, was at the Rotary Club last week talking about hydropower, the importance of every drop of hydropower. And, that’s part of this program, one of those energy sources.

Megan McKoy-Noe: Okay. I love this so much, and then everybody got sticker.

Jodi Henderson: Yes.

Megan McKoy-Noe: Obviously, because that is how we roll.

Jodi Henderson: Can I mention one more part of our program?

Megan McKoy-Noe: Jodi, I really hope you will.

Jodi Henderson: One of the things that we wanted to do was really cement the learning, because we heard people say, you know, I want to see it. I want to feel it. I want to, you know, be a part of it. We do field trips. So, for example, we have the Fish and Dams episode that I talked about.

Megan McKoy-Noe: Of course.

Jodi Henderson: We went out to one of our local dams. Got on a bus, took a small portion of our employees.

Megan McKoy-Noe: I was going to say 82% of your employees?

Jodi Henderson: But those that had finished the course at that point in time and did a tour. Talked to staff that work out at Ice Harbor Dam, talked with the core employees about what they do. Talked about their fish programs. Talked about the energy generation. So the staff could go out and actually experience what they just learned about.

Megan McKoy-Noe: I love that so much. And for folks who hadn’t gotten through that episode yet, are they going to get to go?

Jodi Henderson: It’s something that we are continuing to offer. There’s a schedule. So, yeah, it will come back again. We haven’t done it yet, but we’ll make sure we –

Megan McKoy-Noe: The dams aren’t going away.

Jodi Henderson: No, no.

Megan McKoy-Noe: Huzzah!

Jodi Henderson: Yes, we’ll save our damns.

Megan McKoy-Noe: Might have to strike some of those out, but. Yes. So good. So you have a schedule for them and the episodes, it sounds like they do it at their own pace?

Jodi Henderson: They do it at their own pace, so they can start at any time. They can work through the learning program. Each episode is about 45 minutes to complete.

Megan McKoy-Noe: Okay.

Jodi Henderson: And then again, we have those powerful highlights they can take away that they can look at as a reference, field trips and other, if we find them videos and industry information that we can share. So it just helps keep the learning going.

Megan McKoy-Noe: Yeah. And do they ever all get together? Because I know the online learning is one thing, and the field trips are a fun way to get together. But are part of the episodes ever shared?

Jodi Henderson: We haven’t done sharing the episodes, but when we’ve done our celebration at the end of phase one to say, hey, look at what you’ve accomplished. Yeah, we had an off site. And actually our launch for the program was the same offsite at a movie theater.

Megan McKoy-Noe: I love it.

Jodi Henderson: We launched the program.

Megan McKoy-Noe: They always advertise for those, so why not?

Jodi Henderson: Yeah. And then, we did a follow up celebration, and so all the employees that finished phase one got to see their name on lights, went up on the big screen. We did a recognition program and gave out the swag that we had for them.

Megan McKoy-Noe: Of course.

Jodi Henderson: So yeah, keep them motivated. Excited about the program.

Megan McKoy-Noe: Have you seen, like how have the staff reacted to this?

Jodi Henderson: They have loved it. They want more. They keep asking for more. And they feel connected. They feel connected with their industry, with what they do and the community.

Megan McKoy-Noe: And you are at episode nine that you’ve released out of 16. So you are releasing them slowly.

Jodi Henderson: Slowly.

Megan McKoy-Noe: So it’s staggered.

Jodi Henderson: Yep. We’re working on a couple more. We’re working on one on nuclear. Nuclear power and talking about, again that energy source, the pros and cons of that.

Megan McKoy-Noe: Are you going to bring folks from Energy Northwest in? Because we have some amazing folks.

Jodi Henderson: We would love too. And we have great partners with them. They are right up the road from us. And so, yeah, we get to go out when there’s an opportunity and see the nuclear power plant.

Megan McKoy-Noe: Have you seen the nuclear socks?

Jodi Henderson: Nuclear socks? No.

Megan McKoy-Noe: They don’t glow. Don’t you all get excited. But, no, because I they gave them away in Georgia when we opened up a new nuclear facility. And so I have power socks.

Jodi Henderson: Do you?

Megan McKoy-Noe: Because, you know, I like my socks.

Jodi Henderson: We might have to connect on that one.

Megan McKoy-Noe: I think. I think, well, you should talk to Energy Northwest. Not to out them, but swag is fun, and if they want to make it glow in the dark, that’s a whole different podcast. But –

Jodi Henderson: That is.

Megan McKoy-Noe: I see a lot of potential here. Yeah, yeah. No, that sounds like a lot of fun. I love that you have the partners nearby, and I think a lot of us have partners nearby that we don’t always think about or ask, “Hey, how can we work together?” So I love that you guys are leading the way on that.

Jodi Henderson: Thank you.

Megan McKoy-Noe: Very exciting. All right. I think we’ve covered, I see. This is what I love about Jodi. We just start talking, and that’s why I asked her to share. Because we were talking yesterday and I was like, “Oh my gosh, we have to talk about this.” Have you seen a difference yet in how your budding energy influencers on your staff are interacting with the community? Are they sharing content on their personal feeds, on social media? Are they talking? Are they getting out there more like, what is the shift that you’re seeing? We’re still in the middle of the program, but what are you seeing?

Jodi Henderson: I would say we’ve definitely seen an increase in our community engagement. We, our employees, not only share the material that we put out on our social. They are talking with employees. They are talking with community members. They’re out at events. We have one coming up. It’s called Riverfest, talking about the celebration of our dams and our rivers. We have employee volunteers who are already saying, I want to be there. I want to talk about what I do and talk about this resource. They go out to the schools. They talk about their careers. They are trying to encourage the next generation to come in and work at the PUD. And they’re very proud about where they work. And, you know, we’re also –

Megan McKoy-Noe: And more confident.

Jodi Henderson: More confident, exactly.

Megan McKoy-Noe: Which is huge. That’s what you’re doing for them.

Jodi Henderson: That’s incredible. They know what they’re talking about, and they are out there talking about it.

Megan McKoy-Noe: We all need help knowing what we’re talking about, Jodi.

Jodi Henderson: And they, you know, they’re looking at things differently. They’re looking at the infrastructure that we have: our lines, our poles, our connections, the equipment that we use. They know what it is. They know what it’s for. When we have an outage, we can talk about, you know, this was a fault. We can talk about underground, you know.

Megan McKoy-Noe: But the fault wasn’t yours.

Jodi Henderson: That’s right. We can talk about the equipment that failed, and they know what that is.

Megan McKoy-Noe: Do you give them, you said you have the takeaways that they have with them. Do you have any wallet cards for them to have on the go? Because I’ve heard of some utilities doing that especially for their crews to remember, like who to call in an emergency or if the media comes up to you. But for some of this knowledge that might be handy to have too.

Jodi Henderson: We do not, and that’s an excellent addition to the program that. Thank you. That is what I’m taking back.

Megan McKoy-Noe: Jodi, help me, help you, help me. It’s a beautiful cycle. It’s what we’re all about at StoryConnect.

Jodi Henderson: It is, yep.

Megan McKoy-Noe: All right, well, if another utility is as inspired as I am about what you’re doing at Benton PUD. If they want to create an internal training program like yours, how should they start?

Jodi Henderson: Well, first of all, I would say contact us. Contact us.

Megan McKoy-Noe: Listen to the podcast again.

Jodi Henderson: Again. empowered@bentonpud.org.

Megan McKoy-Noe: Yeah.

Jodi Henderson: We can put them in contact with Campbell Training Solutions, who can take the program that they created for us and modify it for them. We are all about admiring and acquiring this industry. We have done the work, and we are happy to share it. And Anne Campbell and her team are happy to modify and make it another utility’s own. And so they can bring it out to their employees and their communities.

Megan McKoy-Noe: And I think a lot of it is getting the buy-in from your commissioners or your board members, depending on what kind of utility you are. We love you all.

Jodi Henderson: It is.

Megan McKoy-Noe: But getting the buy-in and sharing the value of having energy influencers on staff.

Jodi Henderson: You make a great point. And in our industry is changing, and there’s so much, there’s so much development. And, you know, I think we’re seeing more of that acceptance at all levels. So I think the education and outreach really is a focus in our industry. But yeah, I think it’s bringing along again, your staff, your management team, your board of directors, your, commissioners.

Megan McKoy-Noe: Yeah. And one of the things that I’ve told folks, I promise this is the last thing, but I’ll just, we have so many folks coming in, storytellers and the rest of the staff with the turnover that we’re seeing. And if you’re not educating them, they might try to educate themselves with AI. And you cannot trust everything. There’s hallucinations, and we’re going to be talking about that in my session later today. But you need to train them and make sure they understand which sources are correct and give them a solid foundation so they can be a confident energy influencer and not learn any energy myths without us even knowing.

Jodi Henderson: Correct. Correct. And our staff and our management team were involved and engaged in the program too. And so, they are helping drive content creation. Our general manager is one of our biggest champions. I mean, this program, he supports 100%. This is his, you know, this is his legacy. And so he’s been very involved and engaged to make sure that we are putting out accurate information, so that, you know, employees can go back, and they can trust what they’re hearing.

Megan McKoy-Noe: And what they’re saying.

Jodi Henderson: Yep.

Megan McKoy-Noe: So and you said that everything was available, all the the episodes as they publish, are available on your website. Where can people find that? We’ll make sure there’s a link.

Jodi Henderson: At BentonPUD.org/empowered.

Megan McKoy-Noe: Slash empowered.

Jodi Henderson: Yep.

Megan McKoy-Noe: So we’ll put the link in the episode. And then for folks watching on YouTube, which we hope you are, because you get to see the amazing Jodi. Then we’ll put it on the screen as well, but get it from there. If you are traveling and you didn’t have a chance to write that down, go to Pioneer.coop/podcasts. Look for our amazing faces and the folks that are geeking out over dad jokes. That’s how you’ll find us. Yes, and I can’t wait to hear the full session here today, and thank you so much for sharing your story and sharing some inspiration with everyone.

Jodi Henderson: Thank you for having me on. I appreciate your interest in our program.

Megan McKoy-Noe: No, it’s we can all grow when we learn together. I love it. Well, she is Jodi Henderson at Benton PUD, and I’m your host, Megan McKoy-Noe at Pioneer Utility Resources. And until we talk again, keep telling your story.

Jodi Henderson: Thank you.

Outro: StoryConnect is produced by Pioneer Utility Resources, a communications cooperative that is built to share your story.