A SUMMER 2022 UPDATE FROM THE HERITAGE GROUP GENERATIONS MEET OUR COVER MODELS: Ken Price & Angela Baker are one of many multi-generational families at THG. Meet others on pages 4 & 5. FutureonFocusedthe ININNOVATIONACTIONAT HRG THE FUTURE IS BRIGHT: MEET OUR INTERNS & BROTHERS SCHOLARS MEASURE WHAT MATTERS WITH LEAN SIX SIGMA INSIDE THIS ISSUE
Congratulations, Amy!
While we remain focused on the work of today — safety, quality service and products — we are also focused on the future. We often say that as a family business, we think in terms of generations, which is why we are looking at new ways to create long-term value across THG in three key areas: sustainability, talent and business excellence. These initiatives support our daily work and position us for future success. From the long-standing innovation in the lab to the fresh faces of our summer interns, this edition celebrates the many generations who continue to build on our strong foundation, rooted in our family values. I am grateful to all of you for showing up each day, working hard and making contributions. I look forward to what we will accomplish in the second half of 2022 and feel confident that no matter what challenges we may face, we will continue to win together.
From your Heritage family
AMY SCHUMACHER CEO OF THE HERITAGE GROUP
Honoree for 2022 Indianapolis Business Journal
Heritage family: I hope each of you is finding time to enjoy the last few weeks of summer. It is hard to believe we are halfway through the year… and what a year it has been! From spiking energy prices to supply chain challenges, labor shortages and a slowing economy, our businesses have faced some very big challenges so far in 2022. Tackling big challenges is part of our DNA at The Heritage Group, and I am always inspired by how our Heritage family finds new opportunities in the face of adversity. This is evident in the strong performance our companies have produced this year.
Monument has continued to deliver and adapt to a dynamic market thanks to a focus on safety and leveraging strong relationships. Heritage Environmental is finding new ways to allocate waste moving into the second half of the year, while Heritage Interactive has some exciting growth on the horizon. And HC+M has thoughtfully navigated an unusually complicated market environment, including spiking raw material costs and an ongoing labor shortage.
Earlier this summer, more than 160+ attendees representing 70+ organizations met at The Center for a symposium on advancing he circular economy in Indiana. It’s just one way THG companies are contributing to the conversation and supporting innovative action toward sustainability.
Amy in action
Mark calendaryour Open Enrollment for benefits will happen Oct. 31-Nov. 11. Watch for packets to arrive around Oct. 1. Our company-wide day of service is Thursday, Nov. 17. What better way to say “Happy 92nd Birthday, THG” than by giving back to the communities where we live and work?
Advancing the circular economy
Investing in our battery management business, THG has acquired both Retriev Technologies and Battery Solutions to create the most comprehensive lithium battery recycler in North America. Check out their new logo and name:
THGRP.COM 3 Sound Bites FROM AROUND THE HERITAGE GROUP
Indiana wants to take a lead role in alleviating the lingering effects of the global microchip shortage. The task force of industry experts charged with directing this effort includes THG CEO Amy Schumacher. Say hello to Cirba
To be known, generation after generation, as a collection of world-class businesses where good, smart, hard-working people can make a real difference Emma & Mike Capuano
Notice something new? Our magazine’s name has changed — and this one has family ties.
Ultimately one submission stood out, one that aligns with our purpose, points to our vision and speaks to both our history and our future: Generations.
When we asked for name suggestions for our not-quarterly magazine, we got an impressive response: More than 85 ideas were sent in from across THG.
ourGeneratingnewname
To build a safer, more enriching and sustainable world by harnessing the power of family
When Amy Schumacher became CEO in 2020, she became the fourth generation of Fehsenfelds to lead THG. And while no other families can claim the depth of four generations at THG, there are many sons and daughters who have followed their parents’ path in joining the Heritage
Dennis, Dan & Zach Robinson
Meet our winner
THGRP.COM 5
Scott & Taylor Cornelius
ofGenerationsfamily
Congratulations to Learning & Development Specialist the winning name! While Sarah’s suggested name fits the culture of The Heritage Group, the way she came up with that name is also very fitting: Around the dinner table, Sarah brainstormed magazine titles with her family. She told her husband and daughter what it’s like to be part of the Heritage family and they came up with a creative collection of name ideas, including Generations. Thank you to Sarah and everyone who participated!
Chris & CJ Potts
Chip & Kyle Ray
Adam & Ali Alavi
LoftonFreddie&Josh
It’s hard to tell if you’re winning if there’s no scoreboard in sight. Thanks to an innovative cross-THG Lean Six Sigma Yellow Belt program, now all US Aggregates plants have metrics boards prominently displayed so everyone can tell at a glance how the team’s doing. Here’s how these simple boards are keeping employees aware, involved and empowered.
Think this approach to Yellow Belt certification could benefit your team? Contact THG Director of Business Improvement Jeannie Phillips for more information. Measure what matters
At US Agg Plant 243, the team’s metrics board is posted in the shop where everyone can see it. With goals for the week across the top, totals in each row are updated every day in green ink for on-target or red for below-target numbers.
“The team really likes it because they know what goal they’re trying to hit and if they’re on track to reach that goal,” said Rachel Lockhart, Plant Manager of 243 and Deer Creek. “Before we had our metrics board, the team was runnin’ rock just to run rock.” Now, using the board, they’re watching the balance between product produced and sold. “We talk about the projects we’ve committed to and because everyone can see the numbers, they recognize when they need to produce more,” said Rachel. “They’ll ask each other, ‘Are we winning? Are we going to make our goal by the end of the week?’ or ‘How are we going to make up for that slow day?’”
The team helped Rachel choose what measurements they’d like to track on their board, and after just a few weeks of using it, Plant Operator Carl Wilkinson added a column for a running weekly total. They can easily tell if they’re on target — or if they need to ramp it up.
measurementsMotivating
Are you winning or do you have more work to do? US Aggregates teams know their numbers just by looking at updates on their metrics boards.
“This isn’t just something to do and then forget about it; you want your team to buy into it, write on the board, keep track of things,” said Sales Manager Ross Larimore, who sees lots of potential for this type of tracking. His board records his team’s number of job site, plant manager and customer visits per week. Recording all those visits helps them be consistent with their connections and communications and stay on track to meet their goals.
Choose01 measurements.your Get everyone’s input here. Questions to ask: What goals do you need to meet? Where do you need to improve? What numbers show that you are winning? Are these numbers easy to figure and track?
Earlier this year, Kristin Sweeney, Director of Operations for US Agg, and her team of plant managers and engineers, as well as some sales managers, went through Yellow Belt training with THG Master Black Belt Jim Massoels
The guys update the numbers each day and, during Friday safety meetings, as a team, they review the totals. “I like to draw attention to the board each week — especially the wins,” said Nick.
“It makes me feel good about where we are with our work, and it also keeps us accountable,” Ross said.
tomattermetricsyou?
Keep02 boardtheupdated. This should be a simple but import ant
— US Agg’s Kristin Sweeney
The Lean Six Sigma connection
At Flat Rock, the metrics board functions similarly to 243’s, but it tracks some slightly different figures.
“Otherwise, people may just, out of habit, walk past the board without noticing.”
Besides the boards themselves, members of this group took away a whole set of Lean Six Sigma tools for analyzing and managing projects, a common language to use with their colleagues and a new opportunity for engaging their teammates.
At the end, Kristin challenged each plant manager to create visual management boards for their plants. The boards served two purposes: to track key metrics relevant to the success of their specific site and to serve as their projects for Yellow Belt certification. Each participant created a grid using their chosen key metrics on a large whiteboard. The final step in earning Yellow Belt certification was to take the boards back to their sites and begin using them to track wins/losses and to communicate with their own teams.
“The Yellow Belt project helped these leaders figure out what’s driving their teams, what metrics matter,” said Kristin.
Top tip from our experts: Make this a team effort. Empower others. Involve and inform everyone.
Because Plant Manager Nick Ulerick and his team run primary and secondary production lines and the productivity of one line can affect the other, they watch the efficiency of each one separately.
takehandpriority.thetheeveryonedoneassignment,dailysothatseesboard—andgoals—areaRaiseyourifyouwanttothison!
Metrics boards are an easy way to identify, measure and success.celebrateReady to make your own?
Revisit03 regularly.it Take opportunityevery to reference the board in team meetings. Do you see a number that the team should be tracking? Suggest it. Do you see a way to improve a process? Speak up!
“It doesn’t have to be this big, big thing. Simple metrics are easiest to measure and are the most motivating.”
When I was growing up, my dad told me that if I worked hard, I could do anything I wanted to do. He offered to help me if I worked hard and “earned it.” He never put constraints on my potential — other than telling me “no” when I asked to drive to Chicago when I was 18. My dad’s support gave me a feeling of possibility and responsibility that helped me seek new ways and places to learn. Our People + Culture team is here to support you in the same way. Working closely with human resources leaders throughout the Heritage family, we invest in you and your potential. How? One way we’re doing that is equipping people across THG with tools to give and receive feedback. Building great bosses We’ve heard from many of you through surveys and conversations that you want more feedback. You want to know how you are performing, and how to thoughtfully give constructive feedback to others. We’re helping meet that need by providing THG leaders with best practices for feedback. This happens in our Leadership Exploration and Development (LEAD) program, and in other learning experiences for teams and leaders we’re piloting across THG. As a result, we’re witnessing leaders providing more constructive positive and negative feedback to help you develop — whether that’s on a worksite, in a meeting or in a performance review. from Betsy McCaw leader of People + Culture
The giftof feedback
HOW GIVING AND RECEIVING FEEDBACK MAKES ALL OF US STRONGER
4. RECOMMEND A POTENTIAL SOLUTION. What should be changed or repeated in the future and why? For positive feedback, explain the wonderful effect their behavior had so they feel encouraged to repeat it. For negative feedback, explain why it bothered you and then help them figure out how to behave differently going forward.
1. GIVE CONTEXT AND CONVEY YOUR POSITIVE INTENT.
2. DESCRIBE THE BEHAVIOR. Be specific and concise. Instead of offering generalizations, use concrete examples. Don’t make any judgments.
3. EXPLAIN ITS IMPACT ON YOU. Show the results, positive or negative, of the behavior, how it affected you and how it made you feel (happy, angry, excluded, etc.).
*
Growing as leaders
Context setting helps the receiver remember the situation and what they did. Positive intent means that even if it’s tough feedback, you’re sharing it because you care and want to help them succeed.
Cultivating strong leaders — and leadership skills in us all — creates the THG culture and experience we’re aiming for. When you trust your leader to provide direct, real-time feedback as part of supporting your success, you know you’re in the right place.
COPYRIGHT © 2014 MANFREDO CURTIS ASSOCIATES, LLC. THGRP.COM 9
Whether you’re on the giving or the receiving end, feedback is direct, specific, timely and intended to improve the performance of another individual.
Over the past two years, in partnership with Manfredo Curtis Associates (MCA), more than 150 leaders have participated in an immersive leadership experience focused on our Heritage Leadership Behaviors. The goal is to internalize and model how we want our leadership culture to look and feel across THG — and in-the-moment feedback is foundational to this work. Here is MCA’s 4-step constructive feedback model* so you can try it, too.
now?theyareWhere
Scan to meet our Brothers Scholars for 2022–23 in the latest yearbook. We love to hear what our Brothers Scholarship winners are up to! Share any updates with us at communications@thgrp.com.
BROTHERS
Amanda Gonzalez Duty University of Texas at Galveston Class of 2012 Nursing Daughter of Sergio Gonzalez, Operations Technician III, Monument Chemical Amanda has been a nurse for 10 years at Texas Children’s Hospital in Houston. Married with a 2-year-old son, she is enrolled in an online program at Texas Tech University to become a nurse practitioner, with a graduation date in early 2023. “She is just all in trying to be all that she can be,” said her proud dad.
“Myvalueofofinstilledgreat-granddadtheimportancehighereducationtohissonswhointurnpasseddownthatvaluetofuturegenerationsFehsenfelds.WeareproudtosharethatwithothersbyprovidingscholarshipstoourextendedHeritagefamilythroughtheBrothersScholarshipprogram.”
generationsinInvestingfuture
The Fehsenfeld family started the Brothers Scholarship program in 2006 to honor the legacy of brothers Fred Sr., Frank and Mac Fehsenfeld, the second generation of Fehsenfelds to lead the family businesses known now as The Heritage Group. During the program’s 17 years, more than $3.8 million in scholarships have been awarded to 757 students, all children of Heritage Group employees.
“Education is really important to our family and one of our core family values,” said Megan Arlinghaus, Family Trustee and Board Member for The Heritage Group and HC+M. Forty students were selected to receive a $2,000 award for the 2022–23 school year. This diverse group of students represents 12 states, 37 universities and 28 majors. Congratulations to all the students — and their parents.
SCHOLARSHIP
—Megan Arlinghaus
Brothers Scholarships have been assisting the children of Heritage Group employees since 2006, which means many of those students have graduated and are out making their dreams come true. Here’s a sample of how past recipients are making a positive impact in the world.
Son of Raymond Wayne, Public Relations Specialist, Heritage Environmental Services
Eureka College Class of 2014 Philosophy/Religion Daughter of Toby Tapp, Senior Server Administrator, THG ITSS
Ball State University Class of 2016 Elementary Ed./Special Ed. Daughter of Toby Tapp, Senior Server Administrator, THG ITSS
THGRP.COM 11
impactProgram 17757$3.8M years assistanceofstudentshelpedawardedinscholarships
After graduating in 2017, Davis has worked steadily, including the national Broadway tour of “Hello, Dolly!” Recently, he’s been cast in HBO’s “The Gilded Age” and, this summer, appeared on a Broad way stage for the first time, in the cast of Tony-winner “Hadestown.” “He’s very thankful for the scholarship, which helped him to be successful in a very competitive field,” his dad, Raymond, shared.
Purdue University Class of 2022 Anthropology & Classic Studies
Have a collegeage dependant? Look for the Brothers Scholarship application period to open up next February for the 2023–24 academic year. For more details go to brothers-scholarship.thgrp.com/ Sam Bakeis
For the last several years, Stephannie has been working for Washington Township’s Special Education department at Nora Elementary, impacting the lives of children with special needs. This fall, she will be taking over a second-grade class at Nora Elementary.
“The field experience this next year will help him determine his next step, likely going back for a master’s or Ph.D.,” said Sam’s dad, Steve. “He’ll get to see a lot of cool places in the meantime.”
As a student in the honors college at Purdue, Sam had an outstanding experience full of rewarding research and well-earned accolades. He even assisted on an archeological excavation in the Andes mountains in Peru. Sam’s latest archeological adventure has taken him to Miami, Florida, where excavators preparing a downtown site for development unearthed significant archeological evidence.
Rachel Tapp McLoughlin
Stephannie Tapp Begley
After earning her bachelor’s, Rachel attended the Christian Theological Seminary on the Butler University campus and received her master’s in Divinity. After a couple years of working for the Disciples of Christ Church, she was ordained and became the associate minister at West Street Christian Church in Tipton, Indiana. She is currently taking some time off to raise her first child, Aimee, who just turned 1 year old.
Davis Wayne Pace ClassUniversityof2017Theater
Son of Steve Bakeis, Senior Research Manager –Asphalt, Heritage Research Group
Backedresearchby THE HERITAGE RESEARCH GROUP USES SCIENCE TO HELP US OUTSHINE OUR COMPETITORS AND SHAPE OUR FUTURE. Heritage Research Group (HRG) is at the center of countless collaborations within the Heritage family of companies. Located in our state-of-the-art research and development facility at The Center, HRG’s 50+ scientists are part of three groups that reflect The Heritage Group’s core industries: construction and materials, analytical chemistry and environmental. Not only does the research group set us apart among competitors, it contributes valuable innovations that help us tackle the biggest problems our customers — and our environment — face. HRG BY THE NUMBERS 42 years innovationof 52 on-sitescientists 627 citationspublication 50+ instrumentsanalytical 131 patents
Marvin Exline (left), Tim Reece (right)
Typically, manufacturers work to convince customers to purchase their product.
Scientists at HRG work to improve current processes, trainings and products for our operating companies, but they also lead the charge in creating new ways to build a safer, more sustainable and enriching world — some of which sprout business opportunities of their own. The entrepreneurial spirit among the research group has led to more than 100 patents, proving there’s no limit to what hard work and expertise can create.
WHAT’S THE HRG DIFFERENCE?
THGRP.COM 13 Innovation
“IDOT examined this road where J-Band was put down, and where other types of solutions were applied, and they noticed the section that performed was the one that had J-Band,” recalled Tim Reece, Manager of HRG’s Asphalt Rheology Lab. But as HRG and AMI worked to address IDOT’s request for large quantities of a commercialized product, there was a problem: The polymer that had been used to make the initial mix had been discontinued. On top of that, “We had no good application method and no production facility,” Marvin said.
Proof in the pavement
In the case of J-Band, though, the Illinois Department of Transportation (IDOT) came to us. “That’s a pretty good motivator, from a company management standpoint, to do your best to deliver,” said Marvin Exline, an original J-Band Project Engineer and a member of the Leadership Team at AMI and HRG. IDOT observed that the center line joint was the first place that failed in their hot mix asphalt pavements. In 2002, IDOT began the search for a void-reducing asphalt membrane (VRAM) that would be placed under the joint and fortify the vulnerabilities in their roads — and HRG’s construction and materials group delivered J-Band. After 10 years of observation and validation, that first customer was ready to place an order.
As Tim worked on a new formulation that could create the elasticity and performance of the original product with a newer polymer, Marvin and his team identified and validated an innovative application method. The team proposed the next step: a manufacturing facility. It was a big bet, but Heritage invested in the production facility to meet IDOT’s demand for J-Band.
The combination of the right skills, a target time frame and focus provided by AMI and HRG management allowed J-Band to hit Illinois roads as scheduled in 2016 — and today, it’s been implemented or trialed in more than 22 U.S. states. “It’s a perfect example of One Heritage,” Tim remembered. “Everybody working together to create the best product possible.”
Behind the science
Left: Pavement failing along the centerline without J-Band has required repeated maintenance over the last 15 years; Right: Pavement treated with J-Band is still going strong after 15 years of use.
VRAMs like J-Band are designed to reduce the voids in asphalt where water and air typically permeate and cause pavement degradation. The product is placed in the area where the joint will be prior to paving; then, when the hot mix asphalt is placed, the VRAM melts and migrates upward into the voids in the pavement. Because the void-filled pavement is far less susceptible to deterioration at the centerline joint from water damage, it lasts much longer, saving money and time in maintenance.
WHAT’S THE HRG DIFFERENCE?
The distillates lab, which was created for the project, contains two state-of-the-art units to run the oxidation stability tests, which are the most rigorous measure of an oil’s performance.
Three years into HRG’s part nership with Calumet Specialty Products, the analytical group received a request. Calumet had run into a holdup in their testing: The contract laboratory where they usually sent samples was backed up, and it would take up to three months to deliver results. At the time, Calumet was developing an oil that could be used in electrical transform ers — and waiting that long for results wasn’t an option. Calumet asked HRG if they could help. “Because of the turnaround time, the analytical team set up a laboratory within our lab,” said Lead Analytical Chemist Lisa Smith. The collaboration grew to encompass the devel opment of the transformer oil itself in the newly formed distil lates lab. Ultimately, HRG was tasked with developing an un inhibited transformer oil that could meet European standards, allowing Calumet to expand into European markets.
“With projects like this one, we look at not only how to combine products, but how to treat them,” Lisa added. That’s where process development comes in: Deter mining testing methods for products on a bench scale in the lab can save enormous amounts of time and money at a produc tion facility.
Over the past four decades, HRG has invested in the newest technologies to better understand our products and develop new ones. More than 50 testing instruments occupy the lab at The Center, including some that are the first of their kind in the country. Typically, labs are confined to one area of expertise — but with cutting edge instruments on our side, HRG’s machinery allows the Heritage family of companies to make breakthroughs, fast.
“We were supplied a lot of cuts of oil, so we decided which mixes to try,” Analytical Chemist Alyssa Howard said. “Between the compounds and their prop erties, we saw how the combina tions behaved and adjusted the proportion of the components to get closer to what we wanted.”
“Having the units in house and being able to run tests here speeds it up,” said Alyssa, who has been working with Calumet since she started at HRG six years ago. After much testing, HRG de veloped a product that met European specifications and could be marketed overseas.
More testing was carried out on the oil produced full-scale in the plant to ensure that require ments were still met.
Behind the science
Access to so much high-end technology — and a staff of sci entists trained to use it — contin ues to save money and time for the Heritage family of compa nies. Calumet, for example, still sends samples of transformer oil to the lab on a quarterly basis for quality assurance.
Testing transformation
An inhibitor is an additive introduced to extend the life of a transformer oil. The inhibitor burns up first, then the oil, meaning an uninhibited transformer oil has to replicate the longer lifespan without using additives. In order to perform well in testing, a transformer oil has to withstand the test environment without accumulating a certain amount of sludge or acidity. This is tested in an oxidation stability unit, which simulates 35 years in a transformer in just 8 to 20 days.
Technology
THGRP.COM 15 Our strong point is, if we’re sent a problem or product that requires a variety of testing equipment, we can figure it all out here. I can use so many different instruments in different rooms of the lab because we have all that access.” Alyssa Howard Analytical Chemist
It was fascinating to be a part of it and to see how much everybody responded. I feel like everybody stepped up. People who weren’t even a part of the project would jump in a company truck and bring things up to us if they knew we needed assistance.”
Perry Eyster Assistant Director of HRG’s environmental group
THGRP.COM 17 Collaboration
With a lab built on-site for the project — plus helping hands from across the Heritage family — the team had a breakthrough just three weeks after work began. Working in conjunction with HES, HRG’s scientists developed a process that would later earn a patent.
At the Whiting centrifuge, sludge and oil would both rise to the surface, even with the addition of a polymer flocculent. The operation needed not only the right polymer, but an additional chemical element to act as a sinker on a fishing line, enabling the polymer to attach to the solid waste particles.
“You could tell the problem for the client and for the environment was a priority for our company,” said Perry. “It was an all-out effort by everyone within The Heritage Group who was there.”
The Heritage family was ready to answer. Heritage Environmental Services (HES) stepped up to carry out the waste removal, and several HRG scientists from the environmental group made the journey to Whiting to tackle the challenge. One of the problem-solvers on site was Perry Eyster, Assistant Director of HRG’s environmental group.
Perry started simple, grabbing a bottle of milk of magnesia — in scientific terms, magnesium hydroxide — from a nearby drugstore. After some promising initial tests, the Heritage team used bulk magnesium hydroxide to conduct full scale trials on the centrifuge. They looked on with satisfaction as the targeted solids dispensed from the centrifuge and proper recovery of oil and water commenced. After some further improvements, HES could safely process the accumulated sludge threatening refinery operations. Six years later, the process HRG developed for the centrifuge is patented, and HES continues to create long-term value with BP.
Behind the science
Science saves the day In August of 2016, a large oil refinery in Northwest Indiana was facing a major issue: Their centrifuge operation, designed to remove solids from wastewater sludge, was not performing properly. The waste water treatment system was recirculating an ever-increasing volume of sludge — and tanks were getting full. If the sludge was not processed and removed, the system would become over loaded and the refinery could be forced to shut down. BP knew that the situation could become dangerous for the environment, so they raised the call for help in processing the waste.
While HRG digs deep into the chemistry behind The Heritage Group’s industries, they’re also ready to be called upon by our operating companies. The lab acts as a force multiplier for al most every Heritage business, working together to find innovative, research-driven solutions.
HRG’s expertise lends itself to customers’ challenges beyond the walls of The Center — and far beyond the boundaries of Indianapolis. Here the HRG team commemorates the 2,000th box of centrifuge solids to be removed from the refinery using the process they developed.
WHAT’S THE HRG DIFFERENCE?
A centrifuge is a piece of machinery that separates liquids from solids by applying centrifugal force. For oil refineries like BP, the centrifuge separates sludge — solids that sink to the bottom — from liquid wastewater that rises to the top. Usually, that separation happens due to the addition of a polymer flocculant, which grabs ahold of solid particles to de-emulsify the sludge. The solids fall to the bottom of the centrifuge, allowing operators to remove the oil floating on the aqueous layer.
andyourWatchinboxmailbox for info to help you stay healthy. Need a new doctor? Scan the QR code. Your step for managing physical pain? Fight back.
—DAVID “PETE” MILLER Superintendent, Milestone Contractors
Don’t just suck it up and act tough. Stand up to pain so you can be your best self.
Feeling pain? Fight back!
If you feel pain, you’re not alone. One in five American adults suffers from chronic pain. Health deteriorates faster with age in manual professions, and workers in transportation, material moving and construction, and extraction commonly experience painful injuries. Repetitive motions can have lasting negative effects on the body, especially the hands, back, shoulders, legs and knees. Wherever you’re feeling it, pain is your enemy.
“A person can only take so much pain before they’re unable to function as a person,” said David “Pete” Miller, a superintendent at Milestone Contractors. Pete should know. The 15-year Milestone veteran and former heavy equipment operator has had three back fusions, four shoulder surgeries and three hip surgeries. “I don’t like to let people know when I’m in pain,” Pete said, “but I know that pain is my enemy.”
I don’t like to let people know when I’m in pain, but I know that pain is my enemy.”
To fight back, take a hard look at your pain, Pete said. “How are you doing as a person? If you’re not happy with yourself and how you feel, you can’t do your part for your friends, family or co-workers. Every person has a breaking point. When you get close to your breaking point, it’s time to start taking care of yourself and get it fixed.”
Prepare for battle Arm yourself with tools to fight pain Health benefits. Contact HR Shared Services at HRSS@thgrp.com with questions. Haven’t signed up for benefits? Watch for information on 2023 Open Enrollment later this year.
Smart saving. If you have a health savings account, you can use it to pay your deductible and other health-related expenses. Get to know your plan and benefits. Call Anthem at 1-844-441-1513 or contact HRSS at HRSS@thgrp.com if you have questions. Strategic spending. Plan to meet your deductible. If you’re covered by one of our company’s health plans, your deductible is the most you’ll spend out of pocket on health care each year. Once you meet your deductible, your medical costs are completely covered. Counseling. Depression and anxiety are pain’s sidekicks. Fight them, too. Take advantage of up to six free, in-person visits with a counselor by contacting Perspectives, our Employee Assistance Program, at 1-800-456-6237. THGRP.COM 19
Feel like yourself again
Take these steps and fight back against pain Talk about it. It helped Pete to talk about his pain with coworkers. “We’re all going through the same thing — back, neck and leg issues,” he said. Make time to talk to your doctor, too. What hurts, when and where? Does medication (still) help? Get help. Your doctor may run tests and suggest solutions like physical therapy, medication, injections or surgery. Get a second opinion if you feel like you’re at the end of your rope. Make the most of down time. If you’re in a job where there’s an off-season, use your down time to take care of doctor’s ap pointments. Or put time on your calendar to call your doctor. Keep moving. The American Chronic Pain Association recom mends physical activity to ease discomfort. Stretching, rangeof-motion exercises and training with weights can build flexi bility and strength. Think outside the pill box. Consider alternatives to medication like massage, acupuncture and chiropractic. Some treatments may be covered by your health insurance plan or considered eligible expenses under your health savings account. Contact Anthem at 1-844-441-1513 with specific questions.
DAVID “PETE” MILLER
onSpotlightourvalues CONSTANTLY
Along the way, Sibel has bet on other people, too, building strong, long-term relationships and mutual trust, both around the world and close to home. Here are four examples from Sibel’s relationship-building experience to inspire you to live the Heritage values in your own work.
WAYS
Step 1 CULTIVATE YOUR CONNECTIONS.
At the core of The Heritage Group is family: a sense of belonging, responsibility to one another and strong values. We champion our values and foster them as part of our culture. But what do those values look like in our day-to-day work?
acrossConnectingcultures
SEEKING NEW TO BE SUSTAINABLE AND PROFITABLE TOGETHER
We talked to Sibel Selcuk, VP of Global Research & Development and Strategy for Monument Chemical, who talked about how our values have helped her thrive in her 16-year career at The Heritage Group. From her first job as a chemist at Heritage Research Group to her role launching İnteraktif Çevre, Heritage’s Turkish waste management venture, Sibel has felt supported and encouraged, especially by Heritage leaders. “They bet on me,” she said. “They believed in me and gave my ideas a chance.”
Sibel began to explore the possibility of a startup in her native Turkey by reaching out to her connections there. During a visit to Turkey, Sibel and a small THG delegation met with a broad range of companies to explore opportunities. That led to a meeting with Kibar Group, a family-owned business that’s a lot like THG. “We saw some cultural similarities and mutual interest in environmental issues,” Sibel said. That relationship evolved into a joint venture between THG and Kibar Group: İnteraktif Çevre. The company is built on the Heritage Interactive Services (HIS) model. “It was a perfect fit for us,” said İnteraktif Çevre General Manager Volkan Ural. “Offering our customers a single point of contact for waste management is an innovative solution that saves them from dealing with dozens of different suppliers.” Today İnteraktif Çevre provides waste management solutions for a variety of companies, including Turkey’s Hilton hotels.
Sibel Selcuk shares a global perspective on building long-term relationships and mutual trust
A GOOD BET: Read more about Sibel Selcuk and İnteraktif Çevre
“Our team had the opportunity to meet face-to-face with the people they’d be talking to via email and phone later on,” Volkan said.
“That’s one reason why they’ve always felt like part of the Heritage family — even six years later.”
Step 4 SHOW RESPECT AND UNDERSTANDING.
“As a business, we’re exposed to many people, but we’re all part of one family,” Sibel explained. “Take time to understand other people’s personalities and where they’re coming from, including your co-workers and teammates.”
The Heritage
First, by being aware that the market in Turkey was favorable at the time, then by opening doors to opportunity through relationships. Doing that required a large dose of empathy and understanding.
Step 2 CONNECT THE DOTS WITH EMPATHY UNDERSTANDING.AND
Even if your day job doesn’t give you the opportunity to work with people in another country, you’re constantly exposed to people with different backgrounds and ethnicities, Sibel said. That gives you an opportunity to build trust — and relationships.
Heritage Interactive Services (HIS) creates enduring value by helping companies design and implement waste and recycling strategies. Once a part of Heritage Environmental Services, HIS is now an independent partner company, building long-term relationships by serving as an innovative partner helping customers achieve their sustainability goals.
HERITAGE-INTERACTIVE.COM
Values THGRP.COM 21
When İnteraktif Çevre launched, Sibel focused on bringing visibility to Turkey, developing business relationships and, most importantly, developing the team. “We had a lot of new employees, and I wanted them to understand our Heritage culture,” she said. In Turkey, there’s typically high turnover, but that hasn’t been a problem at İnteraktif Çevre, which is based in Tuzla, a province of Istanbul. “We’ve kept nearly all of our employees. We treat them as our extended family,” Sibel said. That family relationship began during employees’ first weeks of employment with İnteraktif Çevre, when the company flew them to Indianapolis to spend a week learning about THG and HIS.
Although Sibel was born and raised in Turkey, she now considers herself more American than Turkish. “All my childhood memories are in Turkey, and all my adult life experiences are American,” she said. “I had to relearn Turkish culture.” In a similar way, others across THG build strong relationships by taking time to learn about and honor the cultures of their business partners and co-workers in Belgium, China and other locations. “It requires patience,” Sibel said. “It’s always about trying to understand the other country, company or person, whether it’s global or local.”
How can you put cultural under standing into practice? “The key is to avoid making assumptions or judgments,” Sibel said. “If you quickly draw conclusions based on your own cultural norms and routines, you risk misunderstanding people. Instead, ask questions and take time to listen. If you’re visiting another country, do some research and learn its practices and pet peeves.” Group’s
Step TREAT BUSINESS PARTNERS — AND EMPLOYEES — LIKE FAMILY.
“One thing I’ve learned very well at THG is how to connect the dots,” Sibel said. Her success encouraging THG to invest in her idea and stand up a strong business in Turkey exemplifies that. How did she do it?
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What have you learned? Interning for Milestone has me considering obtaining a minor in
beenaround.ofwantkindjob.thathasManagement.ConstructionMyinternshipalsovalidatedtheideaIreallywantahands-onIthasshownmetheofworkenvironmentItobeinandthetypepeopleIwanttoworkMysupervisorshavegreatmentorstome.
Each summer, we welcome a new group of interns to the Heritage family. They bring fresh perspective, curiosity and energy to our teams while we introduce them to our processes, companies and industries. Many of our interns join THG companies as employees after graduation, so our internship program is a vibrant part of our talent pipeline!
ABBY TURNER School: Louisiana Tech University Company: Monument Chemical Major: Chemical Engineering
GorsAyron Company: US Aggregates School: Purdue University Major: Master’s in Structural Engineering What do you think of the industry? Aggregates is a very important industry. I never knew just how much equipment,planning,technology and overall work that goes on at each of our 20 Indiana sites. I have a new-found respect for these teams, seeing how hard they work. Knowing how much of a positive impact these “rocks” have in our communities gives me the drive to keep digging deeper into learning more about the industry and helping it continue to move forward.
In addition to being a second-summer intern, Travis is also a Brothers Scholarship winner. Coolfact
Interact with some of our summer interns and you’ll know the future is bright. ElyTravis Company: ContractorsMilestone School: Purdue University Major: EngineeringMechanicalTechnology
The specialty chemicals industry is fascinating in the way that it is constantly changing and evolving. I can see that this creates engineers who are extremely well rounded and have a vast knowledge of the process.”
This year’s cohort is our largest and most diverse in the program’s sevenyear history. It includes 60+ interns representing 20+ universities and 25+ majors. Here’s what some of them had to say about their experience with THG.
studentsStar
AROUND THG
Besides the efficient business analytical tools and skills, the most impressive thing I learned was the extreme importance of teamwork and collaboration. I appreciate people’s help and the great supportive environment. This is exactly what “group” means.
What do you think of the culture at THG? Everyone has welcomed me with open arms. I have been on the fence of where in HR I would like to go, so managers in different parts of HR have made time to meet with me. This has been helpful because I get an understanding of what they do. I have loved the work and the people here!
What do you think of the industry? I really appreciate the dedication HES has to sustainability that I see, not just in the actions of the company but also the actions of the employees. Everyone has an inspiring dedication to sustainability.
ASHER THORN School: Texas A&M Company: Monument Chemical Major: Honors Chemical Engineering
I really enjoy the chemical industry. I am always on the move, walking around the plant, talking with operators or learning from the vast wealth of knowledge everyone has here. School has taught me lots of good habits, but it is nothing like working in the plant.”
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Savanna has joined the THG team in a full-time role!
What have you learned?
MaKangling Company: Heritage Research Group School: University of Notre Dame Major: Doctorate in Organic Chemistry
Coolfact
JarmonSavanna Company: THG School: Ball State University Major: HR Management
McAteeJosh Company: EnvironmentalHeritageServices School: Purdue University Major: Data Science & Music Technology
@INHERITAGEGROUP THE HERITAGE GROUP Generations is an internal publication only and is not intended for public distribution. Help grow the Heritage family Our family of companies is looking for good, hard-working people who want to make a real difference. Check out our open positions by visiting thgrp.com/career-opportunities. How’d you like this first edition of Generations? We’d love to hear your thoughts, as well as your story ideas, pictures and suggestions for future editions! REACH US AT COMMUNICATIONS@THGRP.COM
