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ARA All Day: Episode 64
50 Plays1 day ago
The rental industry is evolving — are you keeping up? Lauren Mau from the American Rental Association (ARA) joins us to share insider insights on research, succession planning and building a business that’s ready for what’s next. Let’s talk smarter growth and bigger impact!
This episode is brought to you by Anchor Clear Span Tents & Structures, learn more at www.anchorinc.com. P.S., if you want to join ARA and you tell them you heard about it from Nate and Kyle, you'll get 25% off your membership! https://ararental.org/join-ARA/promo/Podcast25
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Transcript
Introduction and Welcome
00:00:18
Speaker
Welcome back to another episode of Under the Vinyl, a rental management media podcast. And today Kyle's out. So we brought in somebody who actually knows what's going on in the industry and what they're doing.
00:00:29
Speaker
uh producer lauren from ara lauren how you doing hi nate good to see you you too you too i'm glad uh we could make this happen even though kyle's out uh playing around in the rain so yeah he's having um a tougher day than we are i think so well uh i think anybody's having tougher day than me um i am technically on vacation today and uh we are headed out in the morning for napa So, yeah, that's why I got my Dale shirt on today, because we're going go raise hail and praise Dale.
00:01:03
Speaker
So it's going to be a good time. but You should take Napa with you. I'm sure that it would go very well in the vineyards. I've had to strategically pick my Napa attire, and it's not containing to anything that has to do with Bush White and Dale. I can tell you that.
00:01:23
Speaker
Then you're playing a part. Nah, nah, we'll be fine. I do like wine, but I'm just not a wine connoisseur like my wife. She is the perfect wine connoisseur. And you guys will have a blast.
00:01:35
Speaker
Yeah, so it'll be a good time.
Role of Vice President of Communication at ARA
00:01:37
Speaker
But in the meantime, since you're our guest today here, explain to me what your job is behind the scenes at ARA and like I'm a new guy walking into this industry.
00:01:49
Speaker
Yeah, so I'm the vice president of communication at ARA.
00:01:55
Speaker
What that means for our members is that I kind of oversee all of the messaging that comes out of ARA, out of Rental Management Magazine, on social, all of that. um Our awesome team produces all of it, and I get to to lead the way, which is really cool. Yeah.
00:02:17
Speaker
I am not member facing a ton. So you unless, you know, we're at an event or something, I'm not visible. But, um you know, ARA's got almost a staff of almost 70 now. So there's a lot of people doing doing work for our members behind the scenes.
00:02:33
Speaker
But those are the people that make it happen behind the scenes. I mean, there's a lot of people we see out forward facing, but people behind the scenes are what's making it happen, right? Well, it's just like you guys, right? the The bride doesn't see you either.
00:02:45
Speaker
exactly Well, we hope not. We hope not. Yeah. We hope not. But, I mean, there's times where they definitely do. What does a normal work week look like for you?
00:02:59
Speaker
For me? Oh. Well, that's why Aria is so fun. Because it's kind of like rental. Not every day is the same because there's just so much going on. So I produce this podcast. So I get to hang out with Nate and Kyle.
00:03:14
Speaker
Usually once a week, sometimes less frequently. We've been banking up a ton of episodes, which was good. um A lot of meetings with teams. We've got some really cool training events coming down the pike the rest of this year. So talking about how to make those the most effective. I look at a lot of data.
00:03:33
Speaker
um And I consume a lot of content to figure out how we can actually reach our members in ways that they want to be reached, like this podcast.
Sponsor Message from Anchor Tents and Clear Spans
00:03:45
Speaker
This episode of Under the Vinyl is brought to you by Anchor Tents and Clear Spans. a fifth generation family owned company making tents and clear span structures right here in the USA.
00:03:54
Speaker
Anchor isn't just about selling the best products on the market. They share decades of experience and stand beside you as you grow your business. Anchor's craftsmanship and engineering give you a peace of mind and will allow you to use the equipment for years to come, season after season.
00:04:06
Speaker
For the next generation of rental owners and installers, Anchor aims to not just be your supplier, but a trusted partner helping guide you into the right products to grow your business. Call to be connected to your sales rep today, 1-800-544-4445, or visit their website at anchorinc.com.
00:04:22
Speaker
And so do you you end up doing a lot of research on other things going on the industry, just trends or what other people are doing to be able to
ARA Industry Research and Collaborations
00:04:31
Speaker
produce that. And then kind of what goes into deciding what goes into rental management um magazine and and on the websites and everything like that.
00:04:39
Speaker
Yeah, we do. We do a ton of um industry research. So ara if you're a member of ARA and you are not in our ARA um Facebook groups, I would recommend doing that. It's basically like It used to be an old school forum. We used to host it on ah on a website and it's like, well, no, we'll just do this in Facebook now. but um It's basically a place where people just go ask questions, say, hey, I had this experience. Anybody else? They're awesome.
00:05:08
Speaker
You have to be in the industry. you um You have to provide us some info so we know you're legit because we try to keep the groups, you know. There's no spam. really try to keep them clean. But we get a ton of stories story ideas from there because if our members are talking about all of these, you know, problems and questions, then it's something that we need to address. So those have been really good to help us get content ideas.
00:05:34
Speaker
um And then, you know, we we have contracts with economic forecasters and and um we have our own government affairs, you know, staff. So as far as keeping a pulse on what's going on in the industry between our staff and what, you know, we talk with our members about, that's that's basically where we go for the stories.
00:05:57
Speaker
And what would kind of surprise people, you think, on what ARA actually does?
00:06:03
Speaker
It's so much. that's That's what we find, right? like So broad. cut And then they go, oh, I've been a member for X amount of years and I didn't know you did that because there is such a breadth of of resources available to you, um which is hard. And that's why we always like, if you're a first-time member or you're new, find the one thing.
00:06:24
Speaker
Start with the one thing. Don't get like, you know... overwhelmed in all of the options but it just depends like the biggest drivers air insurance the show of course but I think the most undervalued resources the education that we offer in the training um because you can't find it anywhere else right it's just too rental specific so what do you think are some hot topics and that you're seeing on these different sites or on the Facebook page for the industry or just companies as a whole right now
00:06:59
Speaker
um Marketing is a huge one right now. um And then you can't talk about pricing on the Facebook pages and things like that. But people are always trying to figure out how to be more efficient, right? Like this game. Yeah.
00:07:14
Speaker
yeah But I think, you know, especially I'll just kind of speak to the equipment world. I know this is the tent world, but, um you know, there were those couple years where everyone you didn't have to do a thing and you're you were out of your fleet was out all the time. Right.
00:07:31
Speaker
And now. Everything is getting more competitive. Everyone's kind of going inward. And it's like, OK, I need to figure out how to get in front of the right audience. I need to figure out how I need to figure out this marketing thing because I had to care about it. And now I really do.
00:07:47
Speaker
Well, I think that's where, you know, COVID, it was two different things for the industry where. the equipment people I think were booming during COVID. And yes, there were some people that were booming in the, in our industry as the event side too, with different things, but people were booming with at home, like the smaller companies were booming with at home, DIY stuff, yard stuff, building projects, things like that, construction.
00:08:09
Speaker
And then like our side kind of took a down shift if you weren't doing COVID sites and things like that, because the parties were slowing down. And now I feel like it's kind of almost leveling back out to where it's that boom has kind of hit its peak.
00:08:23
Speaker
And now you've got to kind of diversify a little bit. but Yeah. I mean, I think you and Kyle were talking about it last week, actually. You're like, people are saying that they're fuller than they've ever been and we just don't see it. yeah um And so, you know, your your brand and marketing and all that stuff, I think matters more now than it has in the last couple years, I would say. Well, I think, yeah. And people will keep having their best years yet and best years yet. and that's what's been happening. But yeah.
00:08:51
Speaker
When you break down the numbers, you really wonder if they're having their best years yet and and in the efficiency aspect of it. Are they yeah making this much money and losing this much money? Like how close is that? And are they being more efficient and can afford to make less?
00:09:05
Speaker
And I think that yeah that that number shot up and now it's starting to go back down to finding your finding your level and your efficiencies. Yes, I saw a really interesting post earlier today that was like, all right, I have a guy that makes $25 an hour, let's say. How much should I really be quoting him?
00:09:27
Speaker
Because it's not $25. Right. it $52? Is $7? right at fifty two is it seven You know I mean? Yeah. Yeah. um that's very interesting Well, what do you think, what are the best companies doing differently than to to offset themselves that you guys are seeing, and whether be equipment or party rental?
00:09:48
Speaker
I think the the best ones, the most successful ones are looking
Succession Planning in Family-Owned Businesses
00:09:52
Speaker
long term. And I think they are taking a little bit of risk. Yeah.
00:09:59
Speaker
You see the spectrum, right? Like there's people that don't want to carry any debt at all. And there's people that go, oh, no, the debt's the leverage to get the next structure, to get the next...
00:10:11
Speaker
Boom, whatever. And I think the people that are doing the best are looking long term and going, OK, so I need to make sure that I have all these processes in place now. If I'm a little slower than I used to be, whatever, because it's all going to come back. It's just like the market, right? Like dip, high, low, whatever.
00:10:32
Speaker
And I think the people that are doing it the right way are the ones that are building all the blocks. Or if they didn't have the blocks in place, they're creating them. And if they did have them in place, then they went crazy for a couple years. And now they're like, okay, we need to get back to the formula of what we used to be doing and how to do it well. Because this is going to happen again. we need to be able to scale it. Yeah.
00:10:57
Speaker
And especially when you're an independent company and you can buy the seat of your pants. um I'm not saying that corporate structure is the answer for everything, but some of it, some of it's good, right? Some structure is good. You got to have some structure. I mean, I am a very structured person. Would I make it in the corporate world? Maybe. But i would I totally enjoy it? Probably not to an extent because of the flexibility we have in these family owned companies. Right. But. I think that everybody, even our kids, and have to have structure, right? And that's that's what we crave and we enjoy. And so, yeah, I don't think that you can go to the total – I don't want to – I want to choose my words wisely. But I don't think you can go to the extreme on the corporate level but not and but still have the structure.
00:11:41
Speaker
What's that balance look like for for you guys? Yeah. You know, um i think that we're finding we're working on that balance right now. Currently, we're working with somebody that we've brought in as more of a consultant that is trying to help us restructure the company. We're going through a whole restructure right now. Everybody in the company is kind of shifting. um You know, it's no it's it's it's not far fetched to think that people like Mike or Brian Richardson are getting to that point where they're looking not
00:12:13
Speaker
not to retire tomorrow, but what their way out is going to be. So whether Mike retires in two years or five years or stays on as a consultant, whatever that looks like, you know, it's like we want to prepare now for that. I think what we're doing is now is um looking at the company, not as a mom and pop shop and not that we have looked at it that way, but more the internal aspects of it. Right. So we're we're moving. We're seeing who fits in the right seat on the bus. And so trying to pull Mike out of EOS.
00:12:45
Speaker
No, no, not exactly. But we're pulling, basically pulling Mike out of the day to day and getting him in more of the higher level position that he can just see it from a 10,000 foot view. Right. And, and then just putting the rest of us in a leadership positions, you know, creating leadership levels and getting everybody to run through that. And so,
00:13:06
Speaker
We're creating those, but then that's also, we're finding holes and gaps. So we're finding new opportunities to place new people into. And so actually today I just posted on LinkedIn, we actually, i hired i hired a About a month ago, I hired ah a guy from he's from up north in Virginia. He's graduating college.
00:13:29
Speaker
He's going to be my new sales guy for Nashville. So he'll take over a lot of main sales for Nashville. And then I actually we just hired an admin, a person to do more of admin and sales support.
00:13:43
Speaker
And it felt like that was a big role for us that we needed to fill a void in just for all the salespeople having so much on their plate and trying to get it to somebody to get in the system like that. So she just actually accepted the job on yesterday.
00:13:57
Speaker
So just posted that today on their new hire. So we've got that. And then we're still looking to bring on some more people. um And it's it's kind of just opened our eyes. And it's then it's been scary and fun at the same time. We're trying to Everybody's trying to adapt and and without like getting too overwhelmed because we're kind of doing this right in the middle of busy time, right?
00:14:21
Speaker
May not be the best time, but when is, it's like having kids, when is the right time, right? So, um you know, as as we get through this year, i think we'll we'll slowly know where we need to go and where we're going to be and where people are going to be at. It's just getting everything implemented and then breaking old habits and trying to create new ones. So it'll be fun.
00:14:42
Speaker
Yeah, I think that that when there's been one figurehead and one person that's built a company, no matter what kind of company it is, I think when that person has to kind of extract themselves, there's always a Oh my because everybody's nervous.
00:15:01
Speaker
Yes. There's just so much knowledge in one person's brain that does need to be disseminated and, you know, and documented so that everyone else can move forward. But that's kind of this industry as a whole. I mean, we've talked about it but this is the third family, family business that I've worked for in this industry in 22 years. And, you know, the first company i I grew up in, you know, before high school was AIDS rental on South Bend. And, you know, um,
00:15:28
Speaker
jw sharp owned it at the time and then it went transferred over to mike sharp and everybody was like you know what if if these two retire these two gone well jw eventually passed away and and now mike is able to he is to a point now where he's got good good enough people where he stepped back and he's able to take vacations you know um and then you know bryant uh you know terry bryant very well known in the industry of ara as well and and he's got so much to acknowledge but damn it, Terry's still going to work every day and um I want him to go enjoy that life, you know, and he's passing that on to Scott and Scott's trying to, you know, take on that stuff as well. So it's the same same thing we're doing here at Chattanooga Tent. And so I think it's happened everywhere where that shift is. We're in that shift.
00:16:14
Speaker
Yes. Completely. i would completely agree. yeah There have been so many conversations that I've been a part of or heard just of business transition shift in the last three years, I think. And it's just, you know, there's a group of people that started and now they're in their late 50s, early 60s or whenever they're like, yeah. I think I would rather go golf this morning than go get shop.
00:16:40
Speaker
And that's okay.
Challenges of Taking a Complete Vacation
00:16:42
Speaker
As long as, and now I think there's, well, there's more tools than ever now to figure out how to get them out and to let the next group come in. yeah And that's the key. You have to let the next group come in. So I think, you know, kudos to you, but also kudos to Mike, right? Because that they both both all sides have to be ready to pass the ball and catch it.
00:17:06
Speaker
And again, I don't think anybody's really ready, right? I think that there's, it's it's one of those things and it's yeah ingrained in us. Like even me right now, um I have tried to make a promise to myself that going on this vacation with my wife that to celebrate her being cancer-free and her 40th birthday, that I'm going to completely shut off the whole time I'm there, right? And so...
00:17:26
Speaker
i I, know. there are the odds of that Yeah, exactly. and but I'm going to try really hard at it. And I've already like, you know, today i spent the today getting everything done at the house because we have babysitter coming and getting everything done around here.
00:17:41
Speaker
but I kind of told everybody yesterday that I was going to be shutting off starting last night. And so I got everything done yesterday. and there was a couple of things that came in today and i was very tempted to touch them and I have responded to one email. Um, and I can say that now cause nobody's going to hear this till I'm back, but, um, I responded to one email and and a call, you know, and, but starting tomorrow, I really want to make sure I do that. And I think it, for me, you know, growing up in this and now doing this for 22 years, I'm only 36. It's,
00:18:11
Speaker
It's felt like like this is your life, right? This is what you do every day. And it's not been just a job because this industry is really hard to shut off from, really hard. And if you if you don't find a time to shut off and make boundaries, then you're going to get burned out, right? And so I think for me, like I had a somebody texted me from my Nashville office today and asked me something and said, it's not a dire need, when you have a chance, give me a call on this and da, da, da. It's definitely something that can wait till next week. So I'm just not going to respond to that.
00:18:42
Speaker
But it's like, those are the boundaries that I have to learn to draw in the sand because I want them to know that like, that's okay for you to do as well. But I've worked really hard over the past month and line that stuff out to be able to do that. Now I couldn't imagine somebody in, you know, and that, and this is, this is me being 36 and knowing what that feels like. Now couldn't imagine somebody being in business owner like Mike or Terry or,
00:19:06
Speaker
Mike Sharp and being to a point where like, this is all you've ever known. And this is your, like you've lived in this, that generation has lived in the business for so long. And it's been their baby that it's like, the only thing that's going to pull them away is their wives saying, Hey, we got to go, you know, let's go on vacation.
Importance of Having the Right People for Success
00:19:25
Speaker
Let's go do something. And, and you've got to be willing to have the people in the right places. And I think that That's why, you know, Mike wants to go take vacation and go roam around like right now he's in Greece. Right. And he's able to do that because we have the people in the right places and we're starting to get those people in the right places. So, yes, I think finding your people.
00:19:44
Speaker
Absolutely. And and that that whole succession planning maze is um something we've actually written about a lot, but it's not something that can be teased out in one article. And it's a how-to step-by-step because it's just, it's so much messier usually than it seems. Yeah. But...
00:20:08
Speaker
i I was happy when you said that you hired a facilitator or somebody to come in to help you guide through it because from from the people that I've heard from, the people that do that, it's just so much easier because somebody, even if they're not they don't have all the answers, there's some outside perspective that doesn't know what happened yesterday at 2 o'clock in the afternoon. you know like They're just there to help guide you through a thing. Mm-hmm.
00:20:35
Speaker
And keep keep you focused on it because, to your point, when you're in the business, it's so hard to just get out and go whata yeah look at this from 50,000 feet. And it's it's also so much better than to have somebody from the outside that doesn't know the rental industry maybe be as well either.
00:20:52
Speaker
So that way they can help implement
Benefits of External Consultants for Restructuring
00:20:54
Speaker
processes. Now they may not all fit, right? And there might be a trial and error period, but they're going to implement processes to hopefully make your sales better, make your team better. Everything is just a day-to-day operations as a whole better.
00:21:06
Speaker
um But I feel like if you don't bring somebody in like that, you know, then you get these people that do get burned out. And then that's when a PE firm swoops in and they don't have a succession plan and that the PE firm swoops in and then they start buying out all these companies. And we're in a really,
00:21:21
Speaker
weird uh time i feel like of uh smaller companies getting bought out by p firms bigger companies buying out smaller companies like everything is transitional and transactional right now do you find so i married into a rental business and theyre They have employees, they two guys that have been there for over 20 years. And it's like that is, they have people like you or they have somebody who is there to pass the reins on to. How do you find that person if it's not a family member, right? Like, yeah I think that's the biggest challenge. How do you find the 27 to 35 year old that's like, I'm here and I'm ready to like,
00:22:10
Speaker
move this forward and I don't know if you find them when they're that age or you find them at 20 and you know what I mean it's just an interesting it's it's weird and there's a couple of different dynamics here I one for somebody like me I would say you know the first company I was with I was there for six years and the only reason I moved on is because I was gonna move down to Kentucky and go to school so then I can continued to, I moved, and that was my hometown where I started, right, and so i went down to school after six years, and went UK, and then worked for Bryant's, and continued to work there, and run that company for 10 years, then coming to Chattanooga, the reason why I came Chattanooga was, know, I went through a divorce, and then by the grace of God, just found my now wife, um,
00:22:56
Speaker
really crazy story, but ended up in Chattanooga with Mike and Michael were, but I knew the whole Holland family before I came here. Right. But those, but coming here, there's some kind tough conversations leading in saying, Hey, look, I'm coming here no matter what.
00:23:13
Speaker
I can either come work for you or I'm looking at a couple other places, but this is what I'm kind of needing because I want it to be my last stop, right? I don't, umm I'm going when I started here, I started here in 2020. So six years ago, right? um And at that point I was 30 years old. And I feel like when you hit that 30 year old mark, you start to find your final move.
00:23:37
Speaker
If not, start to really make your way into your transition of your, um, your final destination, maybe this isn't some of these final destinations from between 30 and 35, but by like 36, 37 before 40, you, you should be on the right track to where you're going to be at for a while. If you're not already there. Right.
00:23:54
Speaker
So I feel like finding that person, it's gotta be somebody that's gotta be either in the headspace of they're not getting what they want from where they're currently at. And they don't feel like they're growing. if you seek them out or they seek you out, then there's obviously a reason you can, you know, chat with them on that and try and build their future for them. Cause I feel like somebody in my position that doesn't come from, that's been in this industry, but hasn't been born into this industry.
00:24:20
Speaker
You kind of have to make a name for yourself and you have to kind of it's a fight or flight mentality. Cause it's not going to handed to you or given to you. And you got to kind of show what you, what you're, what your worth is there, especially if you're going to stay in it.
00:24:33
Speaker
And so I feel like, if you find some people like that, that aren't getting that at their current company, and maybe they're looking for that, then, you know, they're gonna be a good hire for you. um Or, you know, people that are already within your your system, just asking questions about where they wanna go and where they wanna be. and And if this is truly something they wanna do and move up into this level, and then show them the pathway, right?
00:24:58
Speaker
um Once you start showing them the pathway, and I mean, it's not just a safe tending initiative, There's just leadership stuff in general, YPN, everything else that we go to with ARA to involve people within your company. If you feel like they have the potential and they want to move up and putting them in those positions. Otherwise, really, I've been finding people on LinkedIn.
00:25:21
Speaker
LinkedIn has been huge lately. Yeah. yeah You know, I had 30. I lost our sales girl. and Nashville at the beginning of this year and within a week I had 35 interviews on LinkedIn and so I interviewed all 35 and went through all the resumes and everything and and ended up hiring somebody and it was a like I said a a guy out of Virginia that's coming he's graduating in May he starts June 1st he's gonna come do sales um and then the admin girl that we just hired
00:25:55
Speaker
She is graduating from Missouri in May and starting in June, June 1st as well. so That to me, and I was just telling my wife this morning, like when we were having coffee this morning before work, you know, that that's a little scary to me because it's like these are people from the outside. Now, the the first kid, he has worked with the company in this industry, and I'm not going to name who it was, but he interned with them for many summers.
00:26:19
Speaker
And so he has knowledge of the industry where this new girl that's coming in as an admin sales support, she is fresh and new, but she's eager and she's got the energy. I feed on energy, right?
00:26:31
Speaker
So if you have good vibes, good energy, and I feel like you're you're that way, I feel like you're trainable and you're coachable and you're going to want to move up and you're going to ask questions and and I can proceed to coach you in different places. So it's kind of a mixed bag.
00:26:43
Speaker
But at the end of the day, I feel like we just need somebody that has drive. I completely agree. And I think you do have to show them away, right? like Right. um There are people that can take the initiative and to your point where you're like, no, this is what I need. But you have to grow in that confidence, too, yeah to be able to say that. And as a 22-year-old out of college, most people are not willing to say that. But to me, it's totally, it takes both sides. Like you have to be a good leader and say, this is the path. This is what we want from you. This is what we're going to demand of you.
00:27:19
Speaker
But if you do it, here's here's what can happen. so But a lot of kids aren't asking, and I say kids, but just people that are younger than me in their they're not asking questions. They're not asking to go anywhere and move up or things like that. And, you know, we had this conversation the other day just about remote work versus in-office work, right?
00:27:39
Speaker
when were talking about hiring, my pitch was I think for the first 90 days, I would love that person to be in the office to really learn and get to know everything, right? But then after that, I feel like you have to have an appeal to you, right? And COVID, going back to your COVID thing there, COVID taught us that we don't have to do our job chained desk every day right so that we could do it kind of wherever we want. And I mean, ARA is doing that now with the shift and the move, right? When when they move and remote work and things like that. But
00:28:11
Speaker
you know, we, I feel like that we can come to a conclusion that most people are looking for more flexibility and maybe some more time off and not as much money where this, where maybe my generation and are more, Hey, we need to make more money. We want to be driven in this way. So it's two different dynamics, right? So my pitch is like, you work in the office for the first 90 days.
00:28:33
Speaker
um you get to know your job, we get to know you, we figure out how we operate together. And then from there, we can look at like a flex schedule, whether that's three days in the office, two days at home, three days at home, two days in the office, you know, and then from there, we can talk about if you need to travel and as long as you're working, you know, things like that. And then, but just giving that flexibility and time off is what I feel like the younger generation is feeding on.
00:28:58
Speaker
That's good insight. Yeah, it's it's wild and it's weird and it' it's foreign to me, but I've kind of adapted at this point. and and long i'm of I'm of, hey, if you're getting your job done and I'm not having to call you and be down your throat, I'm good.
00:29:14
Speaker
h Preach. so That is millennial leadership, I think, at its finest. Hey, as long as as long as they're happy and they're not quitting, we're all happy, right? I mean, or else you could be Kyle out on a job site in the pouring rain, currently putting up a structure trying to keep the morale good.
00:29:34
Speaker
Awesome. ah Yeah, we did that last week and it wasn't, let me tell you, it wasn't any fun. It's been a while since I've been working in the rain like that. but But yeah, so we'll see. um Just a quick update too. It looked like there's a date change on ARA's ARA show.
00:29:52
Speaker
Yes. i don't know how much I can say about that. But there's a big change. Check your emails. um Follow the ARA show on social media.
00:30:07
Speaker
If you've not subscribed to Rental Pulse, that comes out every Sunday. it is not anything spammy. It is the most up-to-date rental news you can get. Which is really funny because before I actually knew that, I always thought it was spam and I always just went swipe.
00:30:23
Speaker
And now we put you in it sometimes. That was that was a while back. That was a while back, but now we're good. Yeah, yeah. um To me, especially if you're new to the industry, even if you're not, it's just a great place to... I know a lot of people that are like, yep, get it Sunday morning, open it when I drink my coffee, and away I go.
00:30:44
Speaker
don't know. It's like the old Sunday newspaper, for the big one. The the newspaper on Sundays is always bigger, right? So it gives you little something else, yeah newer age to look at. Look forward to. Well, is there anything else with ARA that we need to be looking forward to or looking out for?
00:30:59
Speaker
um Safe Tenning Training, ah they're actually, as we're recording this, they're um they're doing training in Seattle.
Upcoming ARA Training Events in Nashville
00:31:09
Speaker
saw that from Kevin this morning.
00:31:11
Speaker
And then um we've got a really busy fall schedule for tent training. We're also going to be putting out some more dates for mewp and forklift training in-person events. So that's what we are doing.
00:31:25
Speaker
Anyone in the Nashville area or anybody that wants to come visit Nashville, just just to get to Nashville. um We are having a training course on the 18th and 19th of August and would love to have everybody out. I'm sure that ah one of those days when we finish up, we can even ah go to Broadway for a day, maybe.
00:31:45
Speaker
So anybody that I can incentivize to come to come to Nashville for the Nashville ARA tent training, I will incentivize you with booze.
00:31:57
Speaker
And you can sign up for that at safetetending.com. Absolutely. Well, Lauren, I appreciate you jumping in here with me today. And, um, I got to go finish packing and getting ready. And I'm sure you got other things to do as well.
00:32:10
Speaker
So I won't be hanging. No, I'm going to go produce this so we can get it out. I love it. I love it. Well, this has been another episode of under the vinyl, a rental management media podcast.