Chris Holman welcomes back Kim Bode, Dog rescuer, community advocate, and proud Michigan business owner, 8THIRTY FOUR Integrated Communications, Grand Rapids, MI.
Watch Kim and Chris discuss The Skills Crisis and how Skills Survival School uses EQ, mentorship, and 90-day training to improve retention and workplace growth in the YouTube video shared below:
Chris had several questions for Kim in this conversation:
The Hard Cost of Soft Skills is an April 28th Event – get all the details at:
https://8thirtyfour.com/event/the-skills-crisis/
Speakers Kim Bode, CEO of 8THIRTYFOUR
Kevin Stotts, President of TalentFirst Facilitators
Donovan Anderson, Interim Dean for the College of Liberal Arts and Sciences at Grand Valley State University
Marlee Boyle, Director of Human Resources at Lake Michigan Credit Union
Michelle Burke, Director of Postsecondary Programs and Partnerships for The Michigan Center for Adult College Success, an initiative of TalentFirst
Natalie Lowell, President of Project Management Institute West Michigan Chapter
Kyle Perry, HR Assistant at Cooper People Group and Vice President of the Grand Rapids Junior Chamber
In typical 8THIRTYFOUR fashion, we’re talking about the sh*t no one wants to address head-on. We keep hearing there is a talent crisis in America, and it’s not about finding people; it’s about finding people who can succeed.
Beyond April 28th’s focus, Chris had several questions for Kim in this conversation:
● Tell us about 8THIRTYFOUR Skills Survival School. What is it and why did you build it?
● You have said the old way of doing things is not how Gen Z operates. What does that actually look like in practice, and what are employers coming to you saying?
● Why 90 days? A lot of companies do a one-day training and call it done. What convinced you that was not enough?
● You say employees walk out of this program, building a plan to grow where they are instead of building a case to leave. How does that actually happen over 90 days?
● You built EQ assessment and internal mentorship into the core of this, not just as add-ons. Why were those non-negotiable for you?
Skills Survival School Link: https://8thirtyfour.com/courses/skills/
The problem SSS solves
● 8THIRTYFOUR Skills Survival School is a 90-day cohort-based program that fixes the gap between the degree and the job
● The founding cohort launches June 10, 2026, capped at 8 employees at $2,000 per person
● Every single thing an employee does or does not do has a direct impact on company growth
● When they cannot communicate, solve problems independently, or navigate basic workplace dynamics, it costs you money
● Replacing an employee costs 50 to 200% of their annual salary. That is not a soft skills problem. That is a business problem. Why 90 days and not a one-day workshop
● A single training event does not produce lasting skill development
● 90 days is the time required for new skills to become consistent behavior
● SSS combines four methods: facilitated in-person sessions, interactive eLearning, structured mentorship, and real-world application
● Comprehension is assessed throughout, not just at the end The retention angle
● The primary reason early-career employees leave is not disloyalty or compensation; it’s a perceived lack of development pathways in their current role
● SSS teaches employees to discover roles, projects, and growth opportunities within their current organization
● Every assignment is grounded in their own company. The mentor is someone from inside their own company.
● You are not just training them. You are giving them a reason to stay. What makes this different
● Starts with an EQ assessment so both the employee and employer have a measurable baseline before day one
● Ends with each employee presenting an internal career development plan to their mentor and manager
● Managers track progress in real time through an employer dashboard
● The result is not a certificate. It is documented, visible growth. The founding cohort opportunity
● First group through the program, launching June 10, 2026
● Capped at 8 employees at $2,000 per person, half the standard $4,000 price
● Founding participants get the full 90-day experience
● In exchange: structured feedback, testimonials, and participation in program development
● 7 spots remaining. A real opportunity to shape what this becomes.
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Employers think Gen Z is lazy, entitled and will quit the second things get hard. Gen Z thinks employers are out of touch and a pain in the a**.
We’re putting you in the same room, across a table from each other and you’re going to talk about it. It’s time to fix it and since we don’t see anyone else stepping up, we’ll go ahead and do it.
Employers and talent are going to discuss what’s working, what’s missing, and what they wish the other side understood.
Get uncomfortable with us; we’ll have snacks and libations to loosen you up.
Read the Hard Cost of Soft Skills and check out the videos below in preparation for this chat.
Event Schedule
4:30 – 5:00 p.m. | Arrival + Networking
Check in, find your assigned seat, and meet the people at your table while enjoying light snacks and drinks.
5:00 – 5:30 p.m. | The Problem
Speakers
- Kim Bode, CEO of 8THIRTYFOUR
- Kevin Stotts, President of TalentFirst
The opening presentation calls out the soft skills crisis — the stats, the costs, what broke, and why we’re all here — followed by two perspectives: an employer sharing what they’re experiencing and an entry-level or newer employee on what it looks like from the other side.
5:30 – 6:15 p.m. | Table Conversations (Facilitated)
Facilitators
- Donovan Anderson, Interim Dean for the College of Liberal Arts and Sciences at Grand Valley State University
- Kim Bode, CEO of 8THIRTYFOUR
- Marlee Boyle, Director of Human Resources at Lake Michigan Credit Union
- Michelle Burke, Director of Postsecondary Programs and Partnerships for The Michigan Center for Adult College Success, an initiative of TalentFirst
- Kyle Perry, HR Assistant at Cooper People Group and Vice President of the Grand Rapids Junior Chamber
Each table gets discussion prompts and a facilitator, because this is where employers and talent actually talk to each other — not at each other — about what’s working, what’s missing, and what they wish the other side understood.
6:15 – 6:40 p.m. | Share Out
Tables report back on what they learned that surprised them and what they’ll do differently.
6:40 – 7:00 p.m. | Networking + Next Steps
Stick around, because the best conversations happen after the formal stuff ends.
Date & Time
Date: Apr 28, 2026
Time: 4:30-7:00 p.m.
Presenting Partner
