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The First Breast Cancer Vaccine Trial Recipient: Jennifer Davis [CC 111]


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The Brakes for Breasts campaign, every October, supports breast cancer vaccine research at the Cleveland Clinic. The co-founders of the campaign, Leigh Anne Best and Laura Frank, discuss the importance of finding a cause that aligns with their values and the challenges of funding vaccine research. They discuss the initiative and how it raises funds for breast cancer research by offering free brake pads to customers in October. Dr. Justin Johnson from the Cleveland Clinic talks about the importance of a vaccine trial for triple negative breast cancer. Jennifer Davis, the first recipient of the vaccine trial, shares her experience. Our panel emphasizes the importance of community support and the potential of the vaccine trial to revolutionize cancer treatment. We are challenging the industry to reach a goal of $369,000 or even $400,000 for this year and to involve at least 500 shops. This is a simple and effective program to offer to your customer and to anyone involved to tour the lab and see the impact of their contributions.

  • The start of the Brakes for Breasts initiative (00:01:11) Introduction to the Brakes for Breasts initiative and the goal of raising $400,000 and getting 500 shops signed up.
  • Explanation of the Brakes for Breasts program (00:06:24) Explanation of how the program works, including giving customers free brake pads and donating 10% of the brake job cost to the Cleveland Clinic breast cancer research program.
  • The lab tour and check presentation (00:08:48) Discussion about the visit to the Cleveland Clinic lab and the check presentation for breast cancer research.
  • Jennifer's experience with the breast cancer vaccine trial (00:10:55) Jennifer shares her experience as the first recipient of the breast cancer vaccine trial, including the side effects and her motivation to participate.
  • The importance of getting involved (00:16:55) Discussion about the enthusiasm and commitment of automotive repair shops to participate in the Brakes for Breasts campaign.
  • Ways to support the campaign (00:17:22) Information about the resources available on the campaign's website to help shop owners engage their vendors and promote the campaign.
  • The importance of early treatment (00:25:22) Discussion about the delay in treatment and the potential impact it had on the recipient's ability to participate in the vaccine trial.
  • The impact of the vaccine on the recipient's perspective (00:26:00) Jennifer Davis shares how receiving the vaccine has shifted her perspective on life and given her hope for the future.

 


Thanks to our Partner, Technician Find If you are tired of struggling to find skilled automotive technicians for your independent auto repair shop, say goodbye to the endless search and let Technician Find be your solution. We are a 'Single Stop To Staff Your Shop.' http://www.technicianfind.com Connect with the Podcast:

 

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  • Have you checked out Joe's Latest Blog?

         0 comments
      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.
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