Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

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In this episode, Brian Herriot shares insights on manufacturing leadership, productivity, and employee engagement for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

Brian brings a practical, human-centered approach to help manufacturing leaders rethink work, leadership, and scheduling so they can build stronger teams without burning people out or lowering standards. You'll hear why traditional shift models are breaking down, how "time freedom" shows up on the shop floor, and what leaders can do right now to improve engagement, retention, and ownership amid labor shortages and skills gaps.

This conversation connects soft skills with operational results, showing how curiosity, authentic leadership, and better communication skills directly impact manufacturing culture, workforce retention, and daily productivity.

02:10 – Frontline leadership must acknowledge that traditional manufacturing management models no longer align with modern workplace culture or employee engagement in manufacturing.

03:30 – Gen Z expects leadership in manufacturing plants to adapt to their lives, not the other way around

06:55 – Great manufacturing culture comes from seeing teams as humans first, not just labor inputs on the production line

09:10 –Employee ownership models and open-book management strengthen trust in leadership, manufacturing relationships, and accountability in manufacturing

11:25 – Manufacturing retention improves when leaders focus on team engagement in manufacturing rather than just output and efficiency

12:45 –Frontline leaders must recognize that many employees juggle multiple jobs and need coaching in manufacturing that supports life beyond the plant

14:10 – Flexible schedules, job sharing, and project-based roles can close the showing up gap while improving manufacturing innovation and retention

15:35 – Time Freedom as a Leadership Strategy
Leadership transformation happens when manufacturing leaders design roles that allow experienced workers to scale back without fully exiting

18:55 –Helping employees understand their financial future reduces anxiety and strengthens employee engagement in manufacturing

22:35 –Deeper conversations about money, time, and work build emotional intelligence, vulnerability in leadership, and a stronger coaching culture

Connect with Brian Herriot

Learn more about Time Freedom

Pre-order Time Freedom and use the code Trevor to get free access to the audiobook

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

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How do you turn a one-machine operation into a thriving business?

Find out in this episode with Ken Handsaeme, founder of On Time Precision. Ken's unique journey started as a machinist, but when he decided he wanted a better retirement plan, he started his own business, initially operating out of a barn with a single machine. It eventually grew into a thriving manufacturing company serving military, aerospace, and medical customers  and helped Ken fulfill his retirement dreams.

In this episode, Ken shares the lessons he learned throughout his career, ranging from the importance of intentional leadership and the root causes of common operational problems to how curiosity-driven conversations and trust-building behaviors drive retention, accountability, and long-term performance. He also shares stories from his own career, giving a practical look at what it really takes to build a manufacturing business that can grow, endure, and succeed beyond the owner.

02:00 – Operational challenges on the shop floor often signal leadership and communication gaps rather than process problems alone

04:15 – Shifting from working in the business to working on the business enables leaders to focus on production leadership and long-term operational excellence.

05:30 - Protected time for quoting is essential to production flow, customer trust, and employee stability

06:45 – Connecting the top to the shop creates shared accountability

08:55 – To accelerate growth, leaders must balance hiring, retention, and capacity planning in manufacturing plants.

10:10 - Structured one-on-one conversations are a powerful tool for supervisor development and deeper team engagement in manufacturing.

11:30 - Curiosity-driven leadership conversations outperform traditional performance reviews in building trust and accountability.

14:00 – To reinforce trust, respect, and leadership credibility, prioritize employee conversations like customer meetings

16:40 –Involving operators in problem-solving and process improvement builds ownership and continuous improvement culture.

17:55 – Have transparent discussions on transparency in manufacturing management, including sharing expectations without overwhelming teams with financial complexity.

20:30 – Self-awareness, vulnerability, and trust in leadership are foundational skills in modern manufacturing environments.

21:50 - Consistent leadership behaviors create workplace culture that supports retention and manufacturing excellence.

23:10 – To prepare for succession, you need to build systems, people, and leadership beyond the owner.

Connect with Ken Handsaeme

Connect on Instagram: @kenhandsaeme

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

When you're dealing with disengagement or low morale on the manufacturing floor, a motivated team can feel like a myth. But with the right leadership mindset and workplace culture, you can improve engagement, productivity, and performance.

In this episode, Jim Pancero,sales and leadership coach with over 40 years of experience working with manufacturing, warehouse, and distribution teams shares insights on manufacturing leadership, communication skills, and employee engagement for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

Jim explains what truly motivates teams and how positive communication, trust building, and clear expectations drive retention and accountability. You'll learn practical strategies to reduce negativity, strengthen culture, and create a manufacturing environment where people want to show up and perform at their best.

1:43 – You can't always motivate people, but you can create an environment for self-motivation
3:30 – Build self-worth, recognize contributions, and create a culture where people are comfortable to engage
6:23 – Offering meaningful benefits can drive retention and a sense of belonging 
8:15 – The balance between positive and negative feedback directly influences motivation
12:27 – When you focus on problems rather than solutions, it hurts motivation
14:48 – Through positive affirmations, you shift the tone and drive a positive environment 
18:03 – Immersive onboarding helps new team members foster connection and builds empathy across teams
19:32 – Be curious and separate system issues from personal blame in your daily plant operations 

Connect with Jim Pancero
Connect on LinkedIn
Visit his websites at https://pancero.com/ or https://www.advancedsalesuniversity.com/ 
Find his videos on YouTube

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

Sometimes a chance meeting leads to powerful conversations.

After a random breakfast with W. Kevin Ward of WKW Consulting Services, I invited him onto the podcast to talk about manufacturing leadership, growth mindset, and authentic leadership for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

Kevin shares practical steps for getting off autopilot, seeking wisdom, and reconnecting to vision and core values. We also discuss how intentional leadership, clear communication skills, and strategic thinking help improve morale, strengthen culture, and drive better results on the shop floor.

2:40 – Growing wise is the attention process

4:35 – We all tend to operate on "autopilot"

6:36 – Any role where you're teaching and influencing others is a leadership role

10:09 – It's all about finding a healthy level for yourself and taking intentional steps to manage yourself

10:49 – A big part of being a leader is leading by example

11:55 – The biggest challenge of being a leader can be listening to your own lessons and applying them

13:22 – If something goes wrong with your team, the first step is looking at yourself

16:00 – One big reason people feel like they're on autopilot is that they haven't given good consideration to their own vision

17:50 – Your vision should be a driving force in your life

18:39 – Once you find your vision, communicate it and surround yourself with people with a similar vision

19:34 – If it's something you can do yourself, it's not a vision!

20:04 – What's the difference between a vision and a goal?

20:53 – The pursuit of vision is rarely a straight line

24:56 – If you express your vision well, others will want to be involved

27:28 – A core value is something that you cannot be talked out of

27:56 – There's a need for more love and care in high-stress industries like manufacturing

29:03 – The beauty of wisdom is that when you see it, you gain many other things as a result

Connect with Kevin:

Website

 LinkedIn

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

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Welcome to part two with John Raymer, a longtime manufacturing leader who now helps others revitalize their leadership and careers.

In this episode, John dives into integrity, empathy, and challenge, and how Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors can strengthen these traits to improve manufacturing leadership, communication skills, and team morale.

We talk about why integrity builds trust, how empathy shapes authentic leadership, and why leaders must invite honest feedback. John also shares practical insights on growth mindset, accountability, and how showing genuine care directly impacts engagement, efficiency, and performance on the shop floor.

12:18 – To be effective, invest in your relationships with people

18:17 – You never know what trials other people are going through

19:40 – Even if you do care, your empathy might not always show up through your behavior

23:00 – The final characteristic of great leaders is "challenge"

24:00 – Leaders who act tired, defeated, or like they're not fully on board aren't inspiring

24:39 – If employees don't feel engaged or challenged, they will not step up in their role

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

People see who you are, even when you don't.

In this episode, John Raymer, longtime manufacturing leader and former Toyota Motor Manufacturing professional, joins the podcast to talk about manufacturing leadership, humility, and authentic leadership for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

In part one of this two-part conversation, John shares how teams learn everything from their leaders, both good and bad, and why practicing humility helps improve communication skills, build trust, and make employees feel valued. We explore how emotional intelligence, accountability, and growth mindset directly impact culture, engagement, and performance on the shop floor.

0:43 – "Serve the person you once were."

1:00 – How your land with other people don't always match your intentions

2:18 – There has never been a time where manufacturing leadership is more important than it is today

3:41 – Without people skilled in manufacturing and others trades, we're at risk of our whole economic engine fall apart

5:03 – True efficiency requires great leadership

5:59 – To find out why you organization is the way it is, look closely at yourself

6:17 – People learn everything, both good and bad, for leaders in their organization

8:40 – If someone is performing poorly, their leadership and who trained them is a big factor

9:00 – The people you're in charge of will only perform as well as they see you performing

10:45 – People perceive who you really are, even when you don't see it yourself

10:53: What's the different between mistakes and lessons?

12:08 – Change to the whole organization comes from the top

14:43 – When people feel like their contributions aren't valued, they're more likely to leave the organization

15:17 – Humility is an important foundational skill for leaders

16:06 – "Problem employees" can often be the ones with the most valuable insights

17:35 - The biggest mistake that a leader can make is to run over, talk over, or dismiss the opinions of those that work for you. 

20:34 – Apologies and humility go a long way

22:44 – Most people remember the best leaders in their lives and the very poor ones, but not the ones in-between

24:59 – When you own your mistakes, people respect it

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

Even with ongoing labor shortages, women in manufacturing remain a largely untapped workforce.

In this episode, executive coach Nicole Provonchee from Bright Blue Consulting joins the podcast to discuss manufacturing leadership, workforce development, and authentic leadership for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

Nicole breaks down common barriers women and other minorities face on the shop floor and shares practical strategies leaders can use to shift mindset, improve communication skills, and strengthen inclusion. You will learn how curiosity, trust building, and intentional leadership can help cultivate female leadership while supporting engagement, retention, and long term team performance.

2:54 – A lack of flexibility is a big challenge facing female manufacturing employees

3:58 – We need to address how we can help people live the lives they have while still flourishing in the workplace

6:19 – Workplace environments need to be accommodating for women and other primary caregivers

7:25 – By starting dialogues with their female employees about issues like flexibility, workplaces can reach the most productive outcomes

9:11 – Employees also need to have a level of accountability in order to create an open dialogue

12:58 – How can we lead differently to get more women into leadership positions in manufacturing?

13:81 – Even in female-dominated fields like healthcare, women and other minorities struggle to move up to leadership roles

14:54 – The best way to get women into leadership roles is to recruit them early

15:11 – Women can become better self-advocates and articulate what they need from their workplace

16:44- Generally, women only apply for jobs when they're between 60% to 80% confident they will get the position

17:55 – People in leadership positions can encourage women to apply for higher-up jobs

19:25 – Women often hold themselves back out of the misguided belief that they must be experts before they can move forward to a higher role

20:49 – To invest in female leaders, companies should look at their recruitment tactics

22:22 – Cultural systemic change must also take place over time

Contact Nicole:

Bright Blue Consulting

Email

LinkedIn  

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

What's the secret to retaining talent and building a healthy manufacturing culture? According to Jon Finch, Senior Vice President at Milwaukee Tool, it starts with giving back.

In this episode, Jon joins the podcast to share insights on manufacturing leadership, employee engagement, and accountability for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

We talk about building strong company values, delivering on mission, and creating opportunities for employees to contribute beyond the shop floor. Jon also shares how workforce shortages, changing talent expectations, and compensation pressure are forcing leaders to rethink retention strategies, communication skills, and culture to sustain productivity and long term performance.

7:09 – Get people rallied around a purpose, value, and mission

8:57 – Every business has a "why" statement and something that really matters to them

9:37 – Test and try your ideas and know that it won't be perfect the first time

10:15 – Values are particularly important to Gen Z Employees

13:32 – Find a way to give people who are connected and interested a way to help give back

14:36 – People like to be associated with organizations with positive values

17:41 – Give your employees and leadership a chance to connect to something that really matters

18:59 – Employees who feel like they've had a chance to give back will provide additionally efforts and have greater engagement

19:24 – By treating employees holistically, we see great thing happen and that's why flexibility and perspective are so important

20:29 – When you give to others, it grows your own mindset

22:45 – It's all about delivering stories that everyone wants to be a part of

26:04 – The team that you have at the beginning of the process is a good indicator of how the entire organization will look

27:04 – You can't figure out a company's culture just from an interview

29:12 – It's important for employees to search for accountability

32:37 – Through engagement, you'll see value

Contact Jon:

Linkedin

Milwaukee Tool

Careers at Milwaukee Tool 

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

Is it really okay to lose it sometimes, or are we just making excuses?

In this episode, Sara Westrook joins the podcast to talk manufacturing leadership, emotional intelligence, and accountability for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

We go deep on owning your behavior, building communication skills, and treating emotions as a leadership skill. Sara shares practical strategies to shift mindset, strengthen self awareness, and show up with authenticity so you can improve trust, engagement, and performance on the shop floor.

1:45 – Leave your emotions at the door like a backpack, NO they are still coming in with you, so how do you move with and through them in a healthy way

3:02 – Do not want to make an emotionally based decision, can lead to regret

4:15 – Allowed to sit with that emotion, not going from emotion to choice, allow it to have room, move with and through, and have your own character based choice, bounce back and move forward

6:13 - emotional awareness, emotional management, and ultimately emotional resilience 

8:00 – teams want to be emotionally intelligent, yet they do not know how, like going to the gym, how do you build those muscles?  Not by watching videos, by putting things into action, habits 

10:57 – first exercise has the end in mind, what's the circumstance, or what are circumstances that you feel hold you back or really trigger you, and what emotion comes out of you 

13:08-learn to think and act beyond emotion to honour that the emotions there, but to start to use the emotion as information and even motivation 

16:08-how we engage other people matters, the art of communication and that takes being very emotionally aware 

19:15-why are emotions sometimes hard to talk about, you could have one group of people say well they're hard to talk about because I feel like i'll be seen as weak and another because of being seen as dramatic 

20:13-self care starts to take a big plummet it also can decrease company morale you know just keep shoving emotions down pretending they're not their 

20:30-breaking down the boxes, shifting a greater role for women in manufacturing 

24:12-when you can start to see emotions is information your brain now knows that oh it's something that I can do something with it doesn't completely have to overwhelm me 

26:40-sometimes you have to lean into that discomfort

27:05-doesn't mean you're an anxious person, it means you're a person that's experiencing the emotion of anxious and that's uncomfortable and awkward but it's part of the journey 

28:48-emotions are a reason for a behaviour, not an excuse 

30:00-Sara's company 3E Emotional Development  is about really honing in skills on emotional awareness, emotional management and emotional resilience

Connect with her here;

Instagram: @iamsarawestbrook

Twitter: twitter.com/SaraWestbrook

LinkedIN: www.linkedin.com/in/sarawestbrook

YouTube: https://bit.ly/3Asvqps

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

What happens when you put others first, work hard, and become a true bridge builder? You build a legacy.

In this episode, LaVerne Roberts shares her journey to becoming a Director of Operations in a traditionally male dominated manufacturing environment. We explore manufacturing leadership, authentic leadership, growth mindset, and resilience for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

LaVerne reflects on decades of research and development success, the leadership mindset that fueled her progression, and how trust building, communication skills, and accountability shaped her impact. You will walk away with practical insights on leading with confidence, strengthening culture, and paving the way for the next generation in manufacturing.

3:20 – building a network, not even realizing I was doing it, relationships

5:05 – any doubts came from within, Vice President support and getting surrounded by great people

7:00 – you must work hard, learning the fundamentals not so much the leadership skill, like going to school

8:05 – not asking for help, self imposter syndrome(for more science on this, check out  Adam Grant's book Think Again)

10:00 – self-doubt more common, men verses woman may be different

12:00 – one on one coaching, identified my leadership style flexes from leading from behind and leading at the front

13:00 –leading from behind suggesting to the team, supporting them

13:55 – in the beginning, you may need to lead from the front, create the vision, help the team see what we wanted to look like

15:30 – Jim Collins, Good to Great, I or we, how LaVerne allows the team to take direction

16:30 – do more with the kernel, how it is received, will determine the next steps

17:54 – husband Scott says LaVerne is a bridge builder, not for LaVerne, for the excitement of what is going to happen when the connection is made

19:10 – when people can see you are not in it for yourself, people ask more questions about you

20:20 – finding the sweet spot-on building trust, finding the common ground, something we connect with

21:55 – you also must be a good listener, you can with enough ambition and desire achieve great things, and chart your journey, we are a lot stronger and smarter than we think

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

Not all family businesses successfully transition from one generation to the next, so what makes the difference?

In this episode, Troy Corrigan joins the podcast to share lessons on manufacturing leadership, growth mindset, and authentic leadership for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

Troy talks about the personal adjustments he and his brother had to make to succeed through their team, why accountability and communication skills matter, and how being connected to something bigger than your own business strengthens culture, trust building, and long term performance.

3:20 – the foundation of Corrigan Electric and how it all started, from college to the 4-year apprenticeship program, and decided to get involved in IEC leadership

6:25 – electricians are hands on, and young people can come out debt free, and make great money.  Need for the industry is here to stay, look at electric vehicles

9:20 – need to be creative to keep employees

11:25 – cannot throw money to keep people, it is about the personalities, where do you want to be regarding culture

13:02 – they must know you care, by asking questions and being involved with them, open door process and be part of the team.  What can we do to help?

14:35 – remind us of what we were taught, recognize when someone needs support, and what action may come out of that conversation.  What's going on?  Bottled up or blow up.

17:00 – we are all working on how we show up, we are all human.  Not just for me, it is for my team that I need to work on myself, learning skills in Leading with Emotional Intelligence

19:02 – conversations create a different experience and that creates culture

19:30 – love the discussions with staff, you always learn something about the person

20:02 – getting aligned with brother and partner Shawn, game changer

21:15 – we must be able to take the feedback from each other, having conversations to call each other out, better result for the team be the role model

21:35 – Trevor personal example of still missing signs, and the power of having someone to call you out

23:45 - gotta invest and take the time and you will have the outcome, and act on what you are learning or being reminded of.  Helped me learn and listen.  You probably don't think you need it.

25:15 – stay in the zone, practice what you preach, and realize we all make mistakes

Learn more about Corrigan Electric here https://www.corriganelectric.com

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

Like me, Joel Davis grew up on a farm, starting his business as a small project at 17 and growing it into a multi-division family company in South Carolina with over 100 employees.

In this episode, Joel joins the podcast to share lessons on manufacturing leadership, authentic leadership, and growth mindset for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

We talk about how putting people first, investing in community, and building trust drives real results. Joel shares practical insights on accountability, communication skills, and culture, and why strong relationships are not just the foundation of his company, they are the outcome.

2:05 – spending more time with your people than you do your family, and when you look forward to helping your people personally and professionally, it no longer feels like a job

4:30 – sometimes things evolve on their own, neighbour to neighbour

5:10 – changed 10 years ago our mission, from providing quality construction service, to wanting to have a positive influence, insight from John Maxwell – 15 invaluable laws of growth

6:10 – challenges turn into growth opportunities, with turnover less than 5% extremely low for the industry, care for the employees!  Not the highest paid, but fair, honest, and enjoyable to be around

8:30 – life is too short to put on a show, what transparency looks like in an owner

10:00 - start the morning with a devotional, keep the big thing the big thing

11:00 – Values, respect, innovation, safety, and ethics RISE

11:50 – Hard to find employees like ours – ask Chick-fil-A – Stopped focusing on the resume and skills, and now hire people that want to be part of a team and the right culture fit

14:35 – Referrals from employees still number one, and encourage team members to share and use social media

16:15 – When you are engaged you can grow – Challenge is not getting the business, getting more great people- watch the video focused on their employees the video is real

18:05 – Whole lot easier to be yourself, what is the impact you are having on other people.  To break down the walls, you must be open yourself

19:10 – have a positive impact on as many people as we can

19:30 – can deal with mistakes, not a lack of integrity

21:01 - on-boarding new employees is like your relationship with your wife, create opportunities for fellowship and personal interactions to build relationships

22:30 – Community dedication started from the Bible, keeps the mindset of doing for others

24:46 – What do you want your tombstone to say between the dates?  What do you want to be remembered by? 

Joel's website

https://jdavisgc.com/#about-3

Watch the great video on Joel's culture!

https://jdavisinc.com/culture/

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

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Two years in, and this podcast is still going strong thanks to you. No sponsors. Just curiosity, courage, and a shared commitment to better manufacturing leadership.

In this solo episode, I reflect on what we've learned together and what Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors need to think differently about moving forward.

We cover manufacturing leadership, growth mindset, communication skills, and authentic leadership, plus why staying curious, strengthening accountability, and having deeper conversations are essential for improving team performance, engagement, and results as we head into a new year.

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

Do you want drive results, retain your team, and create a culture where people show up and stick around? Then it's time to embrace the art of powerful questions! Through curious questions and intentional conversations, you can change the way people think and work.

Learn more in this episode of Mindfulness Manufacturing with guest Chad Littlefield, a TEDx speaker, bestselling author, and the creator of We! Connect cards, which help leaders ask powerful questions and cultivate deeper conversations. Chad shares stories that highlight the power of questions, unpacks the struggles many leaders face when it comes to genuine dialogue, and offers actionable tips for using curiosity and intention to engage your team. If you're ready to learn how to drive better results, ask stronger questions, and build a workplace where people want to stay and grow, you won't want to miss this conversation.

1:02 – In manufacturing, we often struggle with creating genuine conversations 
2:18 – Intentional plays a critical role in building safe conversations
4:17 – When initiative is met with gratitude, it can lead to long-term loyalty and promotion
8:14 – Expressing intentions directly creates clarity and stronger connections
14:40 – People want to work, they just don't want to work for someone who doesn't care about them
16:35 – Leadership at the top influencers your entire organization 
17:59 – Ask the second question to take a conversation to a deeper level
21:20 – Use open-ended questions to deepen reflection and learning 

Connect with Chad Littlefield
Watch his videos on YouTube
Visit his website and find free resources 

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

In manufacturing, we spend plenty of time planning capital budgets and assembly lines. In this episode, we shift the focus to something just as powerful: social capital.

Vivian Blade joins the podcast to talk manufacturing leadership, trust building, and authentic leadership for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

With a background in Lean Six Sigma and talent development, Vivian shares why relationships matter more than ever, how values-driven leadership impacts retention, and why today's workforce is searching for organizations that truly align with who they are. You will walk away with practical insights on communication skills, engagement, and building influence that drives long term team performance.

3:53 - Old way of thinking with command and control, do as I say.

4:29 – People want to be more involved in their workplace, making decisions and contributing in valuable ways.

4:59 - Leading with influence and engaging people, rather than leading by dictating and telling people what to do.

7:56 – Giving people leeway and coaching them through.

9:59 – Leading as a coach and guide at a level of influence.

12:39 – Think about how you can selflessly add value to others.

16:06 – How are people being measured and are your measuring outcomes as a team or individuals.

18:29 – What are you measuring, are you measuring individual goals or the collective effort. it is truly having on your organization, and the health and well-being of your people.24:59- How do we turn this ship around from a people standpoint, which is your most important asset.

26:52 – What people want today is the authenticity from leaders.

Connect with Vivian!

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

In this episode, Jim joins the podcast to talk manufacturing leadership, communication skills, and growth mindset for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

Jim helped get Mindfulness Manufacturing up and running as a professional podcast, saving days of frustration and time. We also talk small business strategy, accountability, and why having the right support systems in place matters for productivity, clarity, and long term success. If you're looking to strengthen your leadership presence and simplify how you show up in your business, this conversation delivers.

1:33 - When you look at the economy you have inflation rising, issues with supply chain, it will take a long time to work its way out.

1:51 – People are getting a little nervous, I think that it is at the business level but also at the household level and you can bring it into the office.

3:19 – One of the things that is going to enable any business to succeed is their ability to communicate effectively, it will always come down to that.

3:40 – True leader need to be super cognizant even more than you have been. About what you say and what you hear, because there is going to be a lot of questions and people are nervous.

5:06 – It's ok to raise your hand and say I don't have all the answers right now, but the authenticity, honesty, and integrity that you back it up with will carry the day and help sooth people's nerves.

5:33 - Leaders need to be cognizant to allow people to voice their concerns.

6:07 – The one thing that is going to enable a company regardless of the balance sheet, or the economy is the people. The people in the business are what will make it win or lose.

12:54- What worked in the past I don't believe will work in the next 12 months.

14:28 – Allow people to arrive to the answer and they will have a stake in it.

17:12 - It's ok to be nervous and scared about things, it's ok to have those feeling it's what you do with those feeling that will determine your success or failure.

17:53 – Cultivating advisers outside your normal channels will make all the difference, especially when things get more difficult.

22:22- Making sure your team is diverse is a strength, and the smart companies are the ones that are cognizant of that and are working towards those goals.

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

Debbie Muno of Genos International joins the podcast to share insights from 25 years of assessment experience and why retaining today's workforce means getting comfortable with making average uncomfortable.

In this episode, we talk manufacturing leadership, employee engagement, emotional intelligence, and accountability for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

Debbie breaks down practical strategies for engaging the people you already have, strengthening communication skills, and building trust so leaders can improve retention, motivation, and team performance on the shop floor.

2:26 The last couple of years have really been a steak in the ground to make life changing decisions.

2:53 What is important in their lives? and how the world of work fits into what is important in their lives.

3:01 Friends that are energized and engaged, has to do with their work and has to do with how they are treated in the workplace.

3:36 Those who do not feel connected are making changes.

3:47 The world of work will never be the same.

5:08 People want to be valued and appreciated and empowered to get their work done.

6:31 It is all about how connected I feel, do I feel appreciated? do I feel valued? and am I engaged in my organization?

8:38 People feel empowered by being able to make choices.

9:19 75% of people leave their job because of their boss.

10:20 We never forget how people make us feel.

12:36 We don't realize the tiny incremental shifts can create massive outcomes.

16:23 If I was totally present in a conversation what difference would it make?

18:16 Putting your phones down as soon as you get into conversation.

20:42 Top performers do their job and carry the weight of low performers and they don't get the acknowledgment.

24:54 Organizations are realizing programs are needed to help enhance well-being and enhance people's ability to become more mindful.

27:09 It is critical to be present and mindful

Contact Debbie directly at debbie.muno@genosinternational.com or at https://www.genosnorthamerica.com

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

2:09 Walking in and being judgmental and pointing out all the stuff that is easy, like these guys that are perpetual list makers.  

2:55 At Crossover we would not tell you what to do unless we are willing to do it ourselves.

3:32  We are always learning and don't have all the answers but have enough to get started.

3:53 Holding people accountable is all part of the right outcome.

4:12 "How the heck did they get here?" "What's so wrong that here's where we're at?" "Why did the emotion of a situation get so elevated?"

5:39 Make sure we protect the customer and support the employees of that organization.

7:14 Often times we are not given all the tools to be successful at the start, but find the best way to support.

12:52 We look for a way forward that is meaningful for everyone involved.

15:12 The experience and bandwidth to lend that type of help that is truly required. Something Crossover can support with speed and precision.

16:57 It's not necessary to say you know how you are going to help me; "it's why you think you can help me."

18:51 First step is somebody realizing and recognizing that they potentially need help, this is a huge step and it takes courage.

25:11 Authentic self and how you show up today is extremely important.

Contact Michael at michael.forhan@xosol.com
Website
   xosol.com

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

With over 30 years across multiple manufacturing environments, Michael Forhan has seen organizational transformation at its most intense.

In this episode, Michael, President and Managing Partner at Crossover Solutions, joins the podcast to talk manufacturing leadership, resilience in manufacturing, and authentic leadership for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

We dig into staying mindful during supplier interventions and crisis moments of potential shutdown, plus how communication skills, emotional intelligence, and growth mindset help leaders navigate pressure while protecting team performance and morale. The conversation was so good, we split it into two episodes.

2:24 How do you mentor? How do you walk into situations under the gun?

2:57 Thoughtful and respectful of what is going on, and bringing sense of calmness, understanding and listening.

3:40 Benchmark of what performance should be and measure the performance, listen to how the company got to where they are is just as important.

5:09 Being calm and provide clarity to situation and how to work our way out of situation.

5:59 Walking in with a sense of listening to understand and rational what is going on, with standard of expectation off data.

7:03 Temperatures do get high particularly when put in by client, supplier has more anxiety.

7:28 Why 3rd party put in by OEM to understand actual risk and help figure out our way out.

11:25 Tornado ripped through plant and ripped the roof off, but we still needed to build parts.

11:59 We are there to help and not criticize, use helpful approach and getting thing calm and cool to temperature, rolling our sleeves up to help and not using a hammer.

15:16 What do we know for sure? Let's ground each other.

15:32 Can you trust someone that does not care about you? How do you build that trust?

22:25 Rebuild relationship and trust between client and supplier.

Contact Michael at michael.forhan@xosol.com

Website

   xosol.com  

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

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Raw, Real, and Relevant with Trevor & Dave 

01:39 – 3 things known to be true 

02:50 – Always be raw, real, and relevant and the rest will take care of itself 

03:30 – Editing and Clean up – keeping it real 

06:00 – Polished vs. Real 

06:33 – Raw defined 

07:14 – Real defined 

08:56 – Relevant defined 

09:50 – Overdoing it 

13:28 – When others see you as raw, real, and relevant 

14:50 – When you go home are you a different person? 

18:15 – A platform for living with no regrets 

20:00 – Being at peace in being who you are 

21:25 – Keeping it all in context - Ecclesiastes 

22:53 – A Relevant example

23:56 – Living in Fear 

24:57 – Keeping it all in context 

27:16 – Maintain your sense of humor 

29:28 – Mindfulness in manufacturing 

30:17 – Closing 

30:54 - End

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

If you haven't listened to episode 44, head back and catch my first conversation with Nikki Langman. In this episode, Nikki returns to talk about stress in manufacturing and how leaders can build resilience by reconnecting to their core values and checking in with themselves.

We explore manufacturing leadership, resilience in manufacturing, growth mindset, and authentic leadership for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

Nikki shares practical strategies to strengthen emotional intelligence, improve communication skills, and support both short term and long term workforce stability while navigating pressure on the shop floor.

1:17 What are the core values in the business, that we're going to stick to no matter                      what?

1:40: When push comes to shove at the end of the day, there are decisions that we look back on and think, was I was true to who I am or I did I go against my core values

2:39 Self awareness and core values are two of the most pressing topics that any industry needs to be talking about

3:09 Leave your personal ideas at the door and put on your armor, no way!

4:55 My history of being a recovering alcoholic, and this is something that I never brought into the workplace until a few years ago

6:49 I think that's the heart of self-awareness and core values really lies is in our ability to be honest with ourselves

7:43 We are struggling with external pressure and our internal ways of coping with it and our ability to be honest with ourselves

9:27 There are things that we can do in the short term to relieve the pressures we're feeling

10:35 Might be starting to feel untenable with our employees or even desire to want to be a part of that company

11:05 Look at the person in the mirror and just be have an honest chat to say all right, gloves off, and be honest with yourself

12:45 What does okay look like to you? Why are we tempted to use this bland word, ok, when we know that having a strong emotional vocabulary is one of the keys to emotional self

19:21 If people start seeing the results of your behaviors, then that is either going drive you deeper into that behavior or it's going to be a wake-up call for you

27:18 Can you help me understand the impact I have had on you and how we can move forward and assist each other to be more present?

Mindful Employment:

Throwing the Baby Out with the Bath Water

with Trevor & Dave

#45

______________________________________________

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

00:00 - Intro 00:28 – Mindfulness relative to the employment challenges today

02:07 – The "shortage

03:35 – We just need warm bodies

05:08 – The pressure on incumbents to feel valued

06:00 – Values and retaining your culture

06:41 – 6 X 12 workweek and its impact

08:18 – Are we driving our workforce away?

09:12 – Making mindful decisions as an employee and employer

10:56 – Intentionality

10:15 – "If you can label it, you can tame it"

10:50 – Turnover rationale

12:02 – Loving you workforce and why the relationship is sustained

13:48 – Go flip hamburgers somewhere. Really?

14:45 – Leaders' mindfulness messaging and alignment

15:15 – The huge disconnect

16:00 – The devil you know is better than the devil you don't know

17:06 – The employment equation

17:47 – A Mindful word for the Employee

19:46 – A Mindful word for the Employer

22:20 – It's time for us to talk about this

23:28 – Closing

24:00 - End

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

00:00 - Intro

00:28 – Nikki Langman intro

00:51 – Emotional Intelligence and Safety in manufacturing

03:29 – Safety: the common denominator

03:57 – Safety is a 'safe' word – emotional intelligence not so much

05:03 – Taking 'emotion' out of the mix

06:02 – Psychological Safety training

07:48 – Results: 86% LTI(Lost Time Injury) reduction!

09:12 – Talking about trust, communication, accountability people make better choices

10:00 – Emotional Intelligence training can save lives

10:15 – The Genos Emotional Intelligence model

11:00 – The most impactful: Self-Awareness and Self-Management

13:50 – Opportunities for compromises. Really?

15:19 – The Leader's overall presence and empowerment

17:03 – Managing emotions for a positive outcome

18:25 – A story of Shawn's journey and realization – a life-changing impact

20:43 – You just don't know what others are going through – ever

21:46 – Awareness of those around

22:06 – We cannot inspire others if we can't inspire ourselves

23:06 – Becoming more self-aware

24:10 – The Wet Bathing Suit feeling

26:30 – What's the trick to getting out of it as soon as you can? It's time to Pause.

27:21 – Discomfort? An invitation to Pause.

29:04 – Tough conversations

29:50 – Closing

30:22 - End

Show Notes: 

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

00:28 – If you're going to coach others, you may want to look this guy up – Andrew Neitlich!

01:50 – Coaching: a term used rather flippantly

02:47 – What Coaching Is and what it's Not

06:36 – When to Coach and when not to

08:02 – The most powerful technique to apply in real life

09:11 – The 1, 2, 3 Punch

11:00 – Accountability and powerful Coaching – an example

13:49 – Understanding and being mindful of what's truly going on

14:43 – Ending a conversation with accountability with new actions

15:58 – "I don't have time to Coach others"

17:19 – Being Mindful of where you are in the conversation

18:22 – Sick and tired of being sick and tired – there is a better way

20:22 – Coaching is imperative to being a great leader

22:02 – Getting a lot more by making a small investment now

23:35 – How do you know when they get it – "I can't believe it!"

24:47 – Today YOU can do this… it's a game-changer

27:20 – Labeling it as a Coaching Conversation

29:38 – The secret is out now

30:14 - Conclusion

31:10 – Outro

Contact Andrew Neitlich: andrewneitlich@centerforexecutivecoaching.com

Center for Executive Coaching: https://centerforexecutivecoaching.com/

Andrew on LinkedIn: https://www.linkedin.com/in/andrewneitlich-executivecoachcertification/

Get your Complimentary 46-page ebook

"The Three Keys to Success for Coaching Executives, Leaders, Managers, Up-and-Coming Talent, and Business Owners."

https://centerforexecutivecoaching.com/#:~:text=Get%20your%20Complimentary,and%20Business%20Owners.%E2%80%9D

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

Are you ready to handle a crisis at your manufacturing plant? This episode focuses on crisis communication and how leaders can stay calm, clear, and effective under pressure.

In this episode, Angela Billings, a strategic communication professional with more than 20 years of experience in the Air Force, including during September 11 while stationed at the Pentagon, shares insights on manufacturing leadership, communication skills, and resilience for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

Angela explains how strong crisis communication improves employee engagement, trust building, and team performance. She shares real world lessons on proactive planning, clear messaging, and empowering frontline teams so leaders can reduce uncertainty, strengthen accountability, and protect manufacturing culture during high stress situations.

You will walk away with practical strategies to improve leadership presence, support your people, and confidently guide your plant through disruption.

1:00 – In any field, you need to anticipate crisis and be prepared to manage and own them
6:46 – Having a chain of command and clear communication channels are crucial for effective crisis management 
9:12 –The proactive connection of supervisory teams is essential to crisis management 
10:14 – To prepare, do tabletop exercises to act out likely and worst-case scenarios 
12:04 – All employees should act as ambassadors for their organization 
15:05 – Media training can be a strong tool for employees at all levels, not just executives 
16:03 – To safeguard your brand, own your stories
17:32 – Even everyday issues need transparent communications 
19:30 – Consider the role of public communications channels 
21:21 – Apply the same urgency to communications that you do to everyday production challenges on the floor

Connect with Angela Billings
Visit her website
Learn more about Command the Crisis
Find her on LinkedIn 

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

       Hey, I have something to tell you, but don't tell anyone!

• That makes me question whether I can trust you moving forward.
• Joe Johnson introduction
• Being Mindful of your Actions in what you Say and Do.
• Letting someone know of what's to come.
• Why share it?
• Why now? What will be gained?
• What are the risks and burdens you put on others by sharing what you know?
• Transparency and truthfulness vs. letting the cat out of the bag.
• Who is it about? You OR them?
• Keeping those lips sealed
• When do you have the license to share information?
• That's for those that need to know – and you're not one of them. Kind? Perhaps more than you know.
• We lean in and want to be friends, but now it's a burden to contain it within
• Respect for each other in honoring known information.
• Confiding in others can result in feeding the rumor mill.
• A serious risk in eroding trust
• Hey! Why don't you tell me? Here's why… and thanks for sparing me the angst.
• When we're in the know, sometimes our Pride wants others to know we're in the know.
• When you forget you're operating with 'confidential' information you are compromising everything
• Leaders take the burden!
• What are the motivations for sharing?
• Mindfulness advice on when/what to share.
  • What's to be Gained vs. what's the Risk.
  • Considering the impact on trust
  • Is there a back door to 'your safe'?
  • Check your Pride.
• Keeping front of mind and what's important.
• Self-awareness: being empathetic, authentic, and just smile
• It's a battle of the mind – is it really about "the people"?
• Mastered it or learned from it. A dose of humility.
• How do you build trust if you can't share the message?

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

Show Notes: 00:05 – Get out of your own way

01:30 – Ryan Forte – Jefferson Metal Products

03:28 – You can't do it by yourself

04:01 – When it's time to engage others and break the pattern of what you've always done

05:52 – That critical moment where there was a turning point

06:30 – Wow! Everything looks great, the way I wanted it

07:00 – 360 feedback – what an eye-opener

09:30 – What would have come up in that 360?!

10:30 – Mindfulness manufacturing at it's best

12:35 – If you always do what you've always done, you get what you always got

13:20 – What are you doing differently

14:00 – Consciously setting expectations

15:20 – How you show up

16:50 – The burning question on behalf of listeners

19:00 – Stress is contagious

20:50 – Holding up the fist – a symbol for the brain; it's time to curb it

22:05 – A license to call you out

24:03 – We're good, but we want to be great; so who does the heavy lifting

25:20 – Listen to your people, provide reasonable expectations and the tools

26:37 – Joy: this is what it looks and sounds like

28:28 – It's raw, the real deal - what you see is what you get

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

Intro 00:06 - Are you giving more than you're receiving?

01:23 – Adding value; a real-life story – Michelle with Grizzly Country Wildlife Adventures

03:50 – Welcome Bob Burg – finding ways to add value and create change https://burg.com/

05:00 – A story of Go-Giving: excellence, knowledge-base, needs, do you care, consistency, consider others as a human being, empathetic, conscience of fears, gratitude,

07:35 – The Go-Getter vs. Go-Giver vs. 'a Go-Taker'

11:39 – When they call, you know instantly whether they are a Giver or Taker

12:32 – Human nature, we deal in truths and work successfully within those truths

13:04 – Getting stuck in our own silos and where leadership comes into play

15:35 – How would a leader know they are effectively self-aware. Being Aware of not being self-aware.

16:31 – Our ability to receive and the Law of Receptivity

18:00 – An Unconscious Operating System and the messages we receive

18:50 – Our relationship with money and prosperity

20:00 – Most wealthy people have achieved it by providing a product or service that others have willingly bought and is not inherently bad despite a tendency to think otherwise. Why?

23:08 – Giving: providing value and living within one's values

25:19 – If you want to thrive, you have to help a lot of people

28:38 – The Go-Giver Success Alliance Community; taking it to the next level https://gogiversuccessalliance.com/

Close

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

:40 - Sara Blakely - greatest lesson in life is working in Sales when she spoke to Simon Sinek 3:30 - We did not call it emotional intelligence, Jeff Summers shares his experience of buying a Cutlass Supreme in 1983 - Authenticity

7:35 - Vulnerability, being humble when you need to get a weld fixed and spend the time before building a relationship

8:10 - Difference between the good ol boys club and a real relationship - transparency

9:50 - The superstar in sales they did not want to benchmark - Jeff explains the internal damage

12:25 - Have the ability to reflect - the infinite game

14:00 - Short term results do not build a legacy

15:00 - Always be closing?  

17:00 - Lacking the ability to empower others, you do not need to do it all on your own, authenticity realizing you can get more done through others

19:16 - Showing up as your real self - Jeff's bloody nose and how being open drew a connection and success in speaking

24:30 - take the mask off

25:30 - Jeff uses a story that includes the Minnesota Vikings, and story with the Purple People Eaters is a good one - how to relate in sales

28:38 - It is not what you know about features and benefits, it is what you can get to know about that person and where they are coming from.

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

Marilyn Monroe said it best: fear is stupid. So are regrets.

In this episode, we explore manufacturing leadership, growth mindset, and resilience in manufacturing for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

We talk about how leaders get caught in their own fears, how the environment has fueled stress and uncertainty, and why emotional intelligence, communication skills, and authentic leadership matter more than ever. You'll walk away with practical insights on staying curious, owning your mindset, and showing up with confidence to improve engagement, morale, and performance on the shop floor.

 1:30 - Getting caught in our own fears, and how the environment fuels it over the last 18 months.

2:50 - The 4 fears - loss, failure, rejection, and the unknown

5:00 - Dave talks about the fear of a new plant manager!

9:30 - Taking the armor off, turn the tables with a different approach

12:00 - Like riding a bike or a new leader in an organization

13:30 - Pull over and reflect, self-awareness looking at yourself, conversations can create more stress than reality

17:00 - Step out and watch the traffic, so the fire in your hair does not take you over

19:00 - Trevor talks about focus on himself early in his career, fueled by fear of insecurities

21:00 - New Testament - Love is when you benefit your neighbor 

22:30 - We are not alone, we all have fear, in this together, be who you are in being present

23:00 - Mark Twain - I've lived through some terrible things in my life, some of which actually happened

Trevor Blondeel: Well Dave I was about to start a training session a couple of days ago, and with a group of manufacturing leaders and we're talking about the aware leader I'm all pumped up.

And I got a call from my son about 15 minutes before he's 22 and he's going through some major challenges that I can't all explain here, but I can tell you, as a dad, I was shaken up, and it was difficult for me and my mindset to kind of get back on track.

A lot of that comes down to just that resilience and what we practice ahead of time, but it was still hard and you Dave had had something in your life to change your mindset this week and tell us a little bit about that.

00:00:52.050 --> 00:02:30.000

Dave Baker: yeah, well you know I tell you. there's you know our guest today provided us this great quote which has helped me check this out mindset drives and shapes all that we do, how we engage with others and how we behave. In every moment and every situation and it's from the Arbinger Institute, and I saw that and read that, in the wake of having to put my best buddy down - man's best friend.

On Monday, just a couple of days ago, and you talk about a heartbreaker it absolutely tore me up and quite honestly, it's not easy to talk about but. I have been doing my best, thus, far to just hold it together and that's, all I can do, but you're you know it's all about mindset and my mindset in this grieving process of losing him. It's has been ebb and flow in the days that you know, since it's transpired and where I keep you know I fight self-pity, anger, restlessness you know just woe is me and what am I going to do it says, you know my if I don't check my mindset man, we go in dark places and I know you can't move forward, and I've found myself stuck and it's like check your mindset they where's your head at where is your head and

00:02:30.330 --> 00:03:23.610

Dave Baker: So, know just in time we've got Jacob Knight, our guest with us today, Jacob is all about mindset and we're so excited to have Jacob with us today, he's the manager he's a leader at FC in the Florence South Carolina area he's he owns Jacob Knight, and he runs Straight Talk on LinkedIn, which is fantastic. It's a community of like-minded folks to sharing thoughts and inspiration so Jacob welcome and man, we can't wait to hear and learn how mindset has impacted you and your career and your personal life so let's jump in man, I mean tell us about this.

00:03:24.150 --> 00:05:00.510

Jacob Knight: yeah, first all day then Trevor, thank you for having me on the show I've listened to several episodes and really enjoyed the content and the material, so thank you for that also sorry to hear about your son Trevor going through some things in his life now and I'll be hoping and praying that it'll strengthen him and helping him in the long run.

You know Dave about you about your dog I was like you said man's best friend, I know it's tough and just let me say one thing on that I know you talk about mindset.

doesn't always mean that you must pretend like something different happen or something ever happened, you have to do with what happened but deal with it in a positive way that'll get you out of that slump so sorry to hear about that as well.

Again, thank you, but the mindset, and whenever you think about mindset, there's a lot of different things that may come to mind. Maybe just how you think about some particularly or to be a small scale or larger scale, but when I think about mindset, I just mean your general frame of mind, you know, whenever you get out of bed.

Whenever you look at a task whenever you have an obstacle come your way you know what's the foundation. Of where you're coming from, and I think there are different levels to talk about, but I think at the end of the day, success is driven by having the right kind of mindset, as your foundational steppingstone.

00:05:00.540 --> 00:05:12.360

Dave Baker: So Jacob, as a dyed in the wool manufacturing born and bred, I mean, as I understand man, I love the story, where were when you started sweeping floors?

00:05:12.720 --> 00:06:40.050

Jacob Knight: that's right off the bat. I grew up you know southern in the country most of my family was I guess you'd call them entrepreneurs I didn't know what that word meant back then.

We built houses wired houses was pushing was on total lumber did all these things from I think my dad kind of laughs about it. I was three years old, the first time I pull wire under the house, so I was doing that forever since I was born right come out when pulling while my GI joes under the House.

Yeah, so you talk about the first large company that I, I was hired on to I'm still a teenager.

Just at a high school and we're waiting on equipment to come in the facility, and you know we were asked to sweep the floor and I'll tell you what I didn't know at the time, but you could really tell a lot about people whenever they were asked to do that task you had, I think I had 24 to 30 people in my group.

And most people were pretty upset about it, but I didn't know it at the time, but in my mind, you know I thought hey I'm going to sweep the paint off the floor.

I want to be the best floor sweeper into the plan and most people may have thought that look beneath them, which I still sweep the floors now and I don't mind if I get pretty doggone good at.

00:06:43.890 --> 00:07:11.760

Trevor Blondeel: yeah, it's funny those first impressions it's not necessarily.

Of course, there are discussions around does this person has the hands, do they have just the mechanical mindset and that is a part. But if they don't and they're sweeping that floor like nobody's business and whatever they do they're just going to do it the best they can, and it's hard to turn people away like that right.

00:07:13.320 --> 00:08:45.240

Jacob Knight: But, if you look throughout you know my career that's definitely been the game changer for me and, if we look out in our society in our culture, yes, there may be a lot of things going on now.

That isn't right per se, or maybe they've got this the odds are stacked against you, but I believe that you must have a successful mindset, even while you fight against those things because it's like you know negative breeds negativity you know, and you never really going to get out there slumping and pull ahead unless you have the right kind of mindset that's ownership taking responsibility.

Taking you to know I'm going to own up to this I'm going to dig out of this hole, and I have 30 years kind of developed.

Some of these characteristics some type of you know, mental strength that you need that doesn't cost you a penny, and I think that's a big thing about mindset is anybody can have the right mindset.

You don't have to be rich or poor, or you know you can be anybody and I think that's the strength that you have with mindset is not a degree, you have to get it's something you can actually you know work up in your mind in it comes out in your attitude and your behavior.

00:08:45.870 --> 00:09:16.020

Dave Baker: So, Jacob you and you open the can of worms up and I'm going in all right I'm going to pull them out.

What specifically for you, has been so impactful in keeping your mindset, where it is, I mean what do you do that others may learn from or might could benefit and learn what you do.

Every day that impacts that.

00:09:16.500 --> 00:09:22.560

Jacob Knight: Okay, so a big question, and this could be a long answer.

00:09:28.680 --> 00:09:44.130

Jacob Knight: I'm going to just tell you kind of about my personal process I'm not saying everybody must have this but I'm just going to let you know kind of where I come from, and then maybe some things I've put together that I think or are crucial to have the right, having the right mindset.

For me I had a process through life I ended up going to school later on in life after I've had had four children, and it was an obstacle, but it was well worth it very beneficial but had a lot of questions about my foundational like you know-how. How I thought about the world what is reality, what is no morality. All those types of type of questions you know what knowledge is, you know starting to get an hour's philosophy and my background is Christianity and probably some you know stoic philosophy, you know just where you know you put your nose down in an obstacle is the top of mine, since I'm kind of a mesh.

If you think about it that way that's kind of my foundation that I have grown into, and I believe that's What helps me propel forward but there's some there's generalities there are some general rules if you want to call it that.

I think are beneficial for the mindset I call them, and I can't take all this credit I got a great team I've worked with some great people in some companies and we've always participated and knowledge-sharing training.

Building each other up - one of my big things is I share everything I know I don't keep any trade secrets or any secrets from anybody or anything so I've always poured myself out because that made me grow in the process, but having said that, just to I like to think of it in three categories one is the golden rule.

And everybody basically knows what that is you know do unto others as you'd have them do unto you, but under that is more respect.

You know it's this genuine respect for people, where I really believe people are valuable and I want to behave in such a way that shows respect to them.

And I know there were there, how they're valuable in my worldview they're made in the image of God.

I want to treat them right and I want to help them succeed and the other one is like an internal drive, so I got this one aspect where I believe it, I'm going to respect.

Everybody the best that I can I'm going to give them respect right off the BAT and then it's a strong work ethic, you know you know I'm doing my work on to the Lord or you know you can think about hey I'm doing my work, you know.

For me, so to speak for my betterment I'm not trying to impress somebody internally, instead of an external thing I'm not doing it just for $1 or just for a title.

Passion and energy preparation, think about it, having a positive attitude, all these things and I'm saying doesn't cost you anything you know these are developed from within your mind. One is progress, moving forward, I want to keep getting better I need to be flexible; I need to be coachable I need to be able to learn and to grow, and those are the things I kind of put together.

That, I believe everybody can benefit from, and I call them the golden rule the internal drive-in progress, and I think that and that's really not anything new you can go online and find a means or whatever you call them that have broken down. Types of mindsets that don't cost you anything but those are how well look at him.

00:13:50.880 --> 00:14:11.130

Trevor Blondeel: So, Jacob, you know I hear you and, yes, it's on the Internet, and those are good things we're talking manufacturing here we're making the same thing we got a routine. So, I get on calls and I see people and I'll say they take up how you are doing and how do you respond when they say I'm living the dream.

00:14:17.280 --> 00:16:13.350

Jacob Knight: Pretty funny line and I even use it joking around because we've here so much you know we hear that phrase, a lot of times live in a dream, just to kind of take a step back right I'm going to go off of what you said, a second ago. You were saying that you know, in the manufacturing world how is it, how do we have this top of mind said.

This, when you needed the most I mean whenever you're doing some a day in, day out you're punching a clock if you and I know you all have experienced this but morale you can lose it in a heartbeat.

Morale can be lost and it's hard to build a good culture in manufacturing, I believe, and maybe I'm partial because this was in my blood, but culture and morale or everything, so this is the utmost importance in a job, where people can easily feel like they're stuck right.

You feel like you're stuck, and I think that the plan that we put together is the path to get you unstuck so whenever somebody says something like that you know.

Living the dream right I'll kind of laugh about it, too, I may say I'm living in a dream or I've been busy but really was going on is you know some ways probably giving you some sort of clue that your own happiness.

And they want to tell you that and play hey you know what was going on and going back to the story about losing you man's best friend Dave.

You were saying it was hard to focus really if you were able to open up with somebody a lot of times that helps you clear out so usually whenever somebody has something to say I'll say you know.

I might laugh about it start where initially didn't ask that you know what's going on, tell me about it, you know what happened and then kind of sympathize and empathize with them a little bit and usually that does start to change the mood.

00:16:13.770 --> 00:16:29.820

Dave Baker: yeah, and I, you know, and Jacob appreciate you bringing that up and I'll tell you twice this week, I was asked to go to dinner, and I said I mean I know the guy and I said honestly no I don't want to go, he said guess what they've come on we're going anyway.

00:16:31.050 --> 00:17:10.890

Dave Baker: And I'm telling you, it was the best thing I needed that and the second time, you know so buddy called me, and you know it's like hey.

You know I don't feel like talking, I was totally transparent with him, I said dude I don't feel like talking.

And he said all right well if you don't call me back and calling you again, so in my time I called him back, I did not want to, but I did anyway. Because I knew that that was, I needed to do that I just absolutely needed to do it and that helped keep me moving forward and that's us.

00:17:12.270 --> 00:17:47.880

Trevor Blondeel: And I referenced this a lot around women in manufacturing and how the numbers are not growing they've been stagnant, for a long time. That's definitely one thing that women can bring to manufacturing that sometimes males suck at which is living the dream.

You know just laugh it off, but I'd love your response Jacob it's kind of like tell me more about that later, you know is that funny is a little sarcastic, or is that actually a call for help.

Because I totally agree with you it's kind of like um what's underneath that.

00:17:48.150 --> 00:18:01.410

Dave Baker: But it could be a forced thing, and it could be real and that person truly is excited and on the top of their game living their dream, and so it can be anywhere In between there but yeah.

00:18:01.950 --> 00:18:46.710

Trevor Blondeel: So maybe the right responses tell me more because then you can understand, is it like Are they in their dream, or are they there and yeah, it's just one of those little things and I think it's what you said Jacob it's being that having the mindset of being open enough to be curious you know if you're in the right mindset, you can do that and. You know it's those little things that you do like I watched some Ted Talk; I remember it was like when you put your feet outside your bed, and you know the morning first thing you say is something greats going to happen today, I mean it can manufacturing is not something we talked about a lot but it's like you got to have something right and it's not going to make your day worse if you say something creates could happen.

00:18:48.870 --> 00:19:32.430

Jacob Knight: yeah, I mean you have to believe you'd have I'm more of a realist, but I don't let that stop me from being positive, you know as you know business owner business leader, you do have to be a realist you can't prove proceed, you know with unicorns you know hopping around and everything is going to be wonderful, but you can proceed all right here's the situation, what do we do about it, you know how do we change this, how can we, how do we get where we're going here's a little setback.

But we know we're going to get through this look what we are to get through, you know remind yourself of where you've already come and then where you need to go and that's another great example of the right mindset propelling you forward.

00:19:32.820 --> 00:20:35.190

Trevor Blondeel: yeah, and I think that's what the listeners want to hear they don't want to hear that you have a perfect mindset, they want to hear that it's okay. To be upset, that's okay it doesn't mean on a positive person that actually makes you more authentic because it's like yeah this, this is not good right now and however, we know that it's not always going to be like this, you know it's just where we are right now, and we got to where we've got to own it like you said and sit with it and figure out the next thing but it's I think it's what I'm hearing from you is that it's like that bigger picture higher vision, I was talking to a manufacturing team this morning they're basically just saying they're kind of stuck I just there in that routine.

But they really weren't working towards anything, so you know I like what how you describe that and it's like, however, that looks like to your plant or to your organization or to you as an individual, but where are you going and enjoy the process.

00:20:35.880 --> 00:21:24.570

Jacob Knight: And if you don't have the opportunity to create that vision. It may be easy for me to say that because I can somewhat create a vision, and everybody goes towards that but not everybody has it and I'll say one thing you can do.

Is if you're stuck, how can I add value to my friend, how can I add value to.

My coworker and if you really work on adding value to other people you'll start to grow even if maybe your supervisor doesn't have the vision, you want to see maybe the company you're at.

You feel like you're just going nowhere and is hopeless will start actively adding value to other people and your mindset will begin to change, maybe that company won't be there for you forever, but you'll start to develop the right type of mindset for success.

00:21:25.230 --> 00:21:34.290

Dave Baker: And the lens that you look through. This right is exactly how you're going to end up see seeing things and begin shaping your future.

00:21:35.550 --> 00:22:36.030

Jacob Knight: Yes, right and you brought up the lens so that it reminds me of my glasses analogy.

A lot of times you know, life is like the weather, you get saying coming in, you as you get when you get it get hail you get tornado will no doubt this is going to be kind of rough but all these things are just flying around at you and a lot of times I think about mindset as a good pair of goggles a nice pair of glasses that allow you to see clearly even during these hard times.

It's not you paint some perfect picture some fake picture or fake analogy it doesn't have you know things done on the lenses but it's giving you a clear view so you can clearly see.

look forward and math your goal now so mine says a lot like a good pair of goggles good glasses that keeps those keeps the dust of the world and it keeps those struggles from interfering with your vision, and it really helps you set your mind man forward. That's a good analogy that I like to use.

00:22:36.810 --> 00:22:58.020

Dave Baker: Then another one is its kind of like you know your mindset is kind of like your diet you've got a junk food diet or a healthy diet and between the two, I mean just like you know your mindset it directs your future it impacts, the result right it.

00:22:58.050 --> 00:23:36.960

Jacob Knight: 100% you have to have food to come in your body right or most of us do we have to have food to survive, you can fill it with junk, or you can fill it with something fairly nutrition, even if you're not perfect, but you're going to get healthier you're going to get stronger you're going to have a better quality of life if you eat the right things and that's a lot like mine, so if you have the right mindset.

You will get better you will grow doesn't always mean your circumstances going to be perfect, but you'll be more happy or unhappy is a little you know shaky kind of work, but at the end of the day, everybody wants to be happy. Everybody wants to feel good.

00:23:38.430 --> 00:23:42.750

Trevor Blondeel: Nobody wakes up and says, I want to be unhappy today. Right, I don't think.

00:23:44.400 --> 00:25:09.120

Jacob Knight: I've met some people, though I've had some challenges I met some people that fit where that negative, but I'll tell you one thing really quick.

Actually, this person wasn't a negative person, but I was at an organization and we were having a meeting with an outside company had had to hit come in and they were asking.

Why did y'all buy into this system that Jacob role after you've been here 25 years how could you buy into some new system, because I brought in lean manufacturing and thinking and all of these deals ideas that we have today talking about and they said this and I'm not bragging but this really touched my soul when I think about a lot, he said because I knew he cared because I knew we care was all might have been 25 years was okay with changing.

The culture, because they knew that I care for them and that I was at least trying, you know what always successful I was at least trying to make their lives better and at least trying to benefit them in and that's a testimony I mean that's something that I go back to a lot, am I showing people did not care in my mind state, you know, am I, adding in such a way that people go home, and I say I got cares about me or see going home at night cousin me.

00:25:10.020 --> 00:26:01.560

Trevor Blondeel: And they say I'm going to steal this off one of our previous guests, but it's like can you and so but still, we see we work with different manufacturing groups, and we take some things for granted that well, of course, you're going to care for people but know that that's not it is it's this week's targets today's the target it's a quarterly budget.

And one of the things that we take for granted, we talked about how we do, because one thing to wake up yourself with the mindset and, yes, lead by example and we know those things.

But what's the, how do you build that into an organization and one of the things I heard you say Jacob was your daily huddle is the backbone of your team so like what, how is that what does that turn into the backbone.

00:26:02.580 --> 00:27:27.570

Jacob Knight: Thank you for bringing that up, let me say this that upfront organizations there.

Since I worked with several now there are different routines that are better for different companies, maybe it's weekly maybe it's daily maybe it's multiple times a day.

Depending on application location and all these things, but at the end of the day, that that daily huddle that that group, you get to look at everybody and you get to communicate you get to share whether it's about production schedules our birthdays that are coming up or the little team in his field on improvement ideas.

All kinds of good things and I'm going to throw some matches that we won't even be able to finish this session, but it might give you some ideas for the future there's another level of the mindset.

After you have this golden rule foundation, and all these rules are put forth in that daily huddle that's, why did they hope for years we use that hotel to preach entities these principles and all kinds of ways, but there's another level and that's got to do with our thinking growth mindset and servant leadership and that's how I believe, if you really implement those things after you have the solid foundation of mindset, I believe the organization really starts to make a lot of progress but I've kind of just dropped a bomb then well.

00:27:31.890 --> 00:29:19.530

Dave Baker: Hey that's fair and you know I want to go with just a little bit of time left to towards the end, I want to throw out this and that is Haywood.

Have a friend of mine in manufacturing for years he worked third shift key words second shift he worked on assembly worked in machining I mean that guy was the most.

Positive mindset individual and he was not in a position of power or authority, but he had great power in that anybody that came across his path. Was better than they were prior to right in the short term, in the long term, and Jacob, at the end of the day, man, we can preach, and we can teach all this stuff on leadership and mindset and stuff, but when the brass tacks at home it's people like Haywood that I knew that are the ones that make the difference, day in and day out, and how do you surround yourself? I mean it's like those glasses - the mindset goggles, right? You've got to put those on and keep them on and just drive and move forward.

My you know my question to you, maybe bringing us home here would be you know for somebody that may feel stuck where their mindset is jacked up right now, you know what's their first move what would be the top three things that they could do in getting out of that Funk and good.

00:29:19.590 --> 00:30:16.980

Jacob Knight: Good question and I gave you the top three, but I'll just tell some here at you.

The first thing is a understand where you hidden you know where you're going, but the first thing I'm just going to reiterate is if you. Make it a point I'm going to add value to somebody else when I'm still I don't want to write it's like exercise it's like the eating right I don't want to do it.

But I really truly believe, because you do have to believe I believe this is going to work or I believe Dave I trust Dave cares about me.

And Dave's telling me I need to give this a shot I'm going to give it a shot, even if I don't think it's going to work, and I think once somebody starts to add value to somebody else that I believe that that's your initial point is adding value and I'm going to leave it there because I think that's an important number one point.

00:30:18.870 --> 00:31:04.080

Trevor Blondeel: hey if you're focused on others, and you can add some value, you know there's a lot of studies around there of what that does to your serotonin your oxytocin levels, and that just you know just drives everything the universe, is a beautiful thing.

And if we do that, we share that you do the right things, care for people it's going to help you when you hit those levels because we're all going to hit them.

Whether we want to admit it or not, kind of going back to the mindset it's not about always being elected you said jack is not always about being positive.

Sometimes it's just about recognizing it labeling it and knowing that got to trust the process, so this has been.

00:31:04.740 --> 00:31:16.830

Trevor Blondeel: It goes by so fast and yeah there's more to unpack on that may well have to do that later, but Jacob thank you so much for taking the time today another great episode for our listeners, and we appreciate you.

00:31:17.790 --> 00:31:26.130

Jacob Knight: yeah, thank you Dave Thank you Trevor appreciate the opportunity you know, look forward to hearing future episodes and, once again, thank you.

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

Trevor  0:12  You know Dave, I've been working a long time on my awareness of others, and I'm a task-oriented. Go get them, type person, and really been trying to balance that. And the same thing is that I always kind of wake up thinking, I'm a good person. But then sometimes I find myself being short with people and someone said to me, you know, it's not about, you got to try to be kind, you just got to be mindful of not being unkind, what do you think of that Dave.

Dave  0:47 

That's crazy. I, first of all, I appreciate you admitting your work through your self-awareness because that's all part of the process here. But as we all are, especially me, but, you know, with kindness. A my take on that is, you can be kind all day long but if you're not aware of how you come across people read through that kindness perhaps as manipulative or a little bit of, it's not sincere. And you may be kind, but you're truly unkind, in the eyes of others and Tate's gets kind of cool and we've got Elizabeth guests with us here today and she is. Got a quote or a motto that is just phenomenal. It's, it's basically genuine kindness is tested and proven method and leaving people better than when you met them. And that's just, that's extraordinary and I used to say that about safety at work in a manufacturing environment. We want people to leave as good or better than they were when they came here but, Elizabeth, put a different twist on this relative to kindness, and we're going to jump in with Elizabeth today on this topic in many others I'm sure as we go but welcome Elizabeth, how are you doing today?

Elizabeth  2:17 

I'm doing well, thank you so very much Dave and Trevor for having me I am super excited and stoked to be here with you all today.

Dave  2:25 

Good deal. Good deal. Well, you know, from Queens, New York as a native of Queens, New York. With this migration south, you know, as I understand from back in oh six of kindness was not a part of your experience in one of the reasons that you moved to South Carolina. Right, I go in there and ask you to unpack that for us because you've got a great story there.

Elizabeth  3:00 

You see, in 2006 I didn't understand kindness. I was actually… I am a survivor of domestic violence and uprooted my family my three boys at the time and moved to South Carolina barely knew anyone here had some family here and I really just was looking for that fresh start. And you know, being from Queens, New York. Kindness is not really the thing that's associated with the New York, uh you know you've got the, you know I'm looking here kind of thing going on. And, you know, so I always felt that, yes, I was born and raised in New York but I believe I'm, I've always been a Southern belle but, you know, at heart, but kindness is just, to me it is just the most important thing to me it is the currency of success. It is what I have used it is tested and proven, and more than likely people will understand, you know how your interactions have impacted them and they'll want to experience those things over and over again, and the method that has to be included in that is going to be kind and how you continue to treat others and how you know that is reciprocated through relationship.

Dave  4:10 

Well, Trevor. I mean, don't ask me about kindness I mean you set me up in the beginning, but that's why I'm so glad Elizabeth is here today. Yeah, Elizabeth.

Trevor  4:23 

So what do you think about kindness then, you believe like everyone is naturally kind, and then our brains are kind of hardwired, and take stealing from Brene Brown a bit there, you know, we'd love to judge, and for some reason our, our brains if we're not intentional, just turn to that judgment, and it's not a good feeling and I catch myself doing it sometimes and it's kind of like, why did that unkind thought, Where did that come from because I don't want that. Where do you think that comes from or what are your thoughts on that?

Elizabeth  4:58 

I believe it's the understanding of kindness. Kindness is not the absence of judgment, it's not the absence of error, I think it is intentionality, it is you're making an intentional decision to treat someone better, you know than maybe they would expect to go above and beyond what's expected and kindness sometimes has this, I guess misperception of being weak, or you know just being you know no place in the workplace or, you know, I've got to be aggressive or you don't have to, you can have such significant present presence, and leave a kind, you know, I guess feeling with someone and just really just have an exchange that is pleasant. So, I can still have great influence I can still have great negotiating skills, but you may want to do business with me more because of the experience you have with me. I am all about experience, every experience, every interaction with someone should be five stars, or very close to it, where we should be striving to do it.

Trevor  6:05 

So how did you, like that's beautiful what you said, and how did you get from like that New York State to that. How well you articulate that, and I can just feel the passion in your voice when you say that. Was there something? How did you get there?

Elizabeth  6:20 

I think, if I may use just the experience of being a domestic violence victim, of course, you don't have a voice, you don't really know how to advocate for yourself, you know you're receiving things that are not kind or unkind and as he mentioned earlier. So I really had to learn first to be kind to myself, and one, and then I also had to learn to be kind to others because I was so suspicious of everyone, every interaction I figured this would bring some form of hurt, and there was a defense mechanism that was up, so I felt like you know, maybe I'm not going to show my kind side because I don't want you to take advantage and I started realizing I was running into these brick walls because I had such a tough exterior. And when I learned this key skill and actually transferred it over into my professional world. I'm telling you like my success with people just skyrocketed through the roof, because I was able to be vulnerable, and that's why I'm so transparent with my journey messy says everything that I've accomplished Hey, whatever I know I'm willing to share with you because I believe it'll help make you better.

Dave  7:37 

Well, so when you know when I think of the best compliment I've ever received is "Dave, you're one of the kindest people I've ever met!" And I'm not sure that I've heard that. But once or twice in my life. Right. And it's like, you know, why is that not. Why do I not hold that with greater regard? Why is that not a higher priority for me? Well, the bottom line is it doesn't sound or feel that 'manly'. Right, living in a manufacturing environment it's about being tough it's about delivering it's about hitting the home, and, you know man-made, but I'll also tell you that I have fired people with the utmost kindness to where when they walked out of the room, they either shook my hand hugged me, smiled and said, thank you. In the end, I think that's just a real demonstration of kindness, kindness like you had said earlier is not a weakness. It's not something that shows the sign, you know, shows vulnerability, it's something that basically commands. The situation or commands the circumstance, and a kind person, can be kind in whatever it is that they're doing. And that's, this is, this is awesome it's a great conversation.

But I want to change it up just a hair. I want to talk a little bit about something that I know about you, where you believe that you've got to have this mindset where average, and, you know, the average is average but breaking through this glass ceiling is like. You can do this, I can do this regardless of who you are and from your background, your, your life story, to where you are today. You know glass ceiling. Right? I know glass ceilings, believe it or not as a white guy. Right, I know a glass ceiling. I know when I see it I know when I feel it I know I've experienced it, but what's your take on the trick, other than kindness, right, which is in there, where what? Where's this coming from that this mindset of we can break this glass ceiling? Take us down that path.

Elizabeth  10:26 

So, I'm back to your analogy of glass ceilings, which is one of my favorite sounds, the sound of glass, hitting the floor after you have shattered the ceiling. I love it. I love being perceived as the underdog, and then just coming in and just kind of walking and leading the pack that's me. And I only learn that by taking advantage of all of the opportunities. So, for example, moving to South Carolina. I didn't really have any employment, um, when I first got here it was almost like you needed to know someone to get in here I knew I had skills but you needed to know someone. So I ended up traveling back and forth to New York for a year. The brain now might be. And so having to go back and forth, until I was able to find a position here. Once I landed a position here, I knew in my mind, I'm not going to waste this opportunity. I have been given a second chance. And so I'm going to take every opportunity given to me and just run with it. So, the first step is to really believe that you can be something other than what you've been so it does start with a mindset. It starts with something of saying, Okay, what I've done to this date, I want it to be different from what I do tomorrow. So even now if you look at my story now, it is so uncommon. I didn't graduate from college until I was in my 30s. I'm now a director of human resources I own a consulting agency I'm a Director of Human Resources for five branches at Carolina Foothills Federal Credit Union, which I absolutely love working there because it gives me an opportunity to get into the community, but all of that aside, all of that couldn't have been done without a renewed and retrained mindset. So all of those things would just allow me to say hey I'm just going to keep breaking barriers and just shattering glass ceilings, and that wasn't done by anything that I've done, it's not that I'm that great, that I was able to do it. It's a renewed mind that transforms you and kindness, helps more people take chances on me than rudeness. So being unkind, it's what allowed people to say hey I want to take a gamble on her, and they - they're winning.

Trevor 12:51 

They say I've got a whole, whole concept of you look externally to things but never trust someone that gives you a shirt that isn't wearing one. So it's that same thing of, you know, you, you got to look inside yourself. So, for the listeners then Elizabeth, how do they know or are they being kind to themselves and you have to do those things that those accomplishments that you've, you had to work on yourself first, and then note that because you got yourself in that right mindset. You were able to do anything you did anything you want to do, and how about for someone, when you talk to people, I know you've helped others, how do you help someone that's maybe stuck, and right now they're trying to touch that glass ceiling, they're not breaking through. What can they do listening and maybe driving into work right now?

Elizabeth 13:45 

One of the biggest things I believe is understanding your expectations. If we understand the frustration. Frustration is the unmet expectation, it means that I haven't clearly communicated my expectations to you and therefore, you can't meet them, I never told you what I was looking for. So, I think if that person understands truly what it is they're expecting from whether it's the organization, they're in, whether it's the business they're trying to launch the book they're trying to write whatever it is they're trying to do, they have to have that vision and goal.

Once you have that vision and goal in place, then you can begin to command the response that you're looking for, and I use Command very loosely because I don't use it in a way to where you have to come in a brace it and aggressive. You don't have to do that. I think if you're very clear in advocating for yourself. Also, giving out what you expect to receive.

So, if you're looking for support. If you're looking for genuine leadership, you've got to put those out there, you can't hoard all of your kindness to yourself and expect everyone else to divvy out their areas of kindness, it's just not fair. So, I think you have to be positioned in that to show the world what it is you're expecting for them and be okay to actually receive it and do something with it, and then be okay to give it out. You don't keep it, you give it. So hopefully that answers your question.

Trevor 15:14 

Yeah, I think that ties into that whole transformational aspect that, that I know that you have experience in your space, how does that tell you that that whole transformation. I think it is about transforming the area, most people, you can transform two areas. One internally, you can transform what's happening within you and within your mind. You also have the power to influence your environment. And that is really what I specialize in with leadership development is really teaching the leaders or whether it's emerging leaders or leaders that have been doing this for 15 plus years, you have the authority and ability to transform your environment, if you're willing and open to change.

If you keep giving out the words seven expensive words 'we've always done it that way'. If you keep giving out those words you're never going to experience transformation is an intentional change. Change is disruptive, you have to be willing to disrupt your normalcy. So even in organizations. That's why I say relationships are so key and being intentional and building those relationships because it's going to require your change it's going to require you to do something different than you've always done.

Dave 16:30 

So listen, if you did something that you had never done before, in making the transition from New York to South Carolina but let's bring it up, maybe more recently and share with us I'm putting you on the spot here, but again, share with us a transformation that you've made recently that really took a, an intentional effort in checking your mindset.

Elizabeth  17:06 

So for me, um, and I'll talk about joining the credit union, if I may join the credit union, a whole new industry I came from a large retailer. And so I came from a large sports retailer and so going into the credit union was a totally different new industry. So I was coming in, brand new to an organization that never had an HR person at all, they've always kind of operated on their own. And I was tasked with, you know, having all these policies and procedures and things and, and, and I was fine with that. But what I asked for my seat, CEO is May I have time to just go sit with the employees. And he kind of, you know, looked at me a little perplexed and he said well, you know, do you want to start there and I said yes because I need their buy-in. I need to build relational equity with the employees. So my first two weeks I believe I went around to all the branches and I sat down one on one with all employees, and I went in thinking that I had to find out the problems to solve the problems, I didn't. All I had to do was sit down and listen to them, and influence them and make them aware that they were the solutions to the problems that they had. And there were some things of course that they that were out of their scope of control that I needed to take, take care of cool we can do that. But for some of these things, they're in your wheelhouse, you can do this, you can fix these things, and it was so amazing because it took me out of the mindset of a problem solver to a part of the solution that was already in place, so I was coming in thinking I needed to wear a cape and fix all these things, they already had what they needed, I just needed to help influence the change.

Dave  18:59 

Wow. And then so that transformation was not transactional, it was a process, it was relational.

Elizabeth 19:10 

It was relational. Too many times, you know, I remember and think about where, in order for me to transform to change, to take it to the next level, it's like, what box, do I need to check right from a performance basis, you know, what can I do as opposed to making that investment in overtime. In, with the relationships of the people, and look at it more of as a process.

Elizabeth 19:50 

Absolutely. I mean it, even and I'll add this to it if I may, it was a matter of just creating those just because moments, and I ended up and I still do these to this day where I just send a Skype, how are you, you know how's the family, what's going on with you and it's to the point where now, not only am I having conversations with the employees about HR issues and topics, but they're telling me, hey I just bought a house, I want you to see my daughter's you know dance recital, I'm so I'm ingrained in their life, and I think it's so important because they spend so much time at work, why would you want to spend time at a place where no one cares about what you have going on. So it's so important to build those relationship blocks and just continue to build upon them and they just kind of serve itself because now employees want to work. Now they want to come here now they want to share their successes so it's a give and take.

Trevor  20:46 

That's pretty cool how you're able to come in as a fresh set of eyes and. And they always say, you know the answers aren't within the four walls. Law those answers are there, you have every, every employee's an engineer. And you, you have to have that give and take and the fact of, if you don't care about me personally. How can I trust and if I can't trust, how do I engage and it's just that whole circle that always comes back and forth and it's like the answer is right in front of us and it's like, and I was guilty of that of just getting so much on the task. And really it's kind of like as, especially as leaders. It's sometimes less effort we put in the greater results we can get and that ties into the whole coach approach right and just the fact of, hey, what's, what's going on, counts want to get to know you want to have that. If I want to help transform you and then I think that ties back into the whole, you know, kindness and not judging and just, Hey, I'm just curious, that's interesting, how you feel that way. Tell me more. And just, it just comes out and then all sudden and what, how can we didn't talk about this before I don't know where we are now, that's good.

Elizabeth 22:00

Exactly. Well, Trevor, I mean that was even, you know just such a great point that you just made, and even in that it is understanding, even as leaders, you know, this is not to beat up on leaders at all at all at all because a lot of times we are tasked with getting the targets done getting the goals that making sure we meet our goals is, you know, production up and a lot of times those things that noise crowds out the fact that hey I actually have I even checked on my people today have I even asked how to do it, you know, so a lot of times, it depends on what the noise frequency is of the organization. If it's goals, then that's fine. Let it be goals but let there be a section where you have a people strategy, where maybe you're tasked with keeping an eye on your people. So that could be something that that could be, you know, a fix to that too if you don't really have yourself finding the time to check on some kind of ties right back what you said earlier about just being intentional doesn't just happen. There's enough noise in the day and enough wind that it won't happen but if you're intentional and like you said there's some type of strategy, whatever that looks like for you, for you personally for your company.

Dave 23:28 

Elizabeth you're, you and I had, we don't go back years. Okay, but I can tell you, every interaction I have ever had with you, you're like, what is it a that's different, and it's clear to me now this, this woman is kind. She is like the epitome of kindness, that's what. Now I'm not saying that I'm saying that only to help me differentiate one person to the next on what is, what the attraction is right and, but for our listeners and for me, right, maybe it's no one else but you've got a husband and four sons.

Surely you are not kind, all the time in that environment. And we need to know, right, your listeners want to know at what point do you lose your kindness and say, enough's enough, you know, enough of the kindness guys, I mean it's time for us, what I mean, we're at breaking point, I just, I'm dying to know.

Elizabeth 24:45 

So I will let you in, I am from Queens, New York, don't get me wrong, so there is a thug, in here, I promise you.

I'm five feet tall. On a good day, so my oldest son is pushing six feet somewhere around in there. However, they know I've mastered the Mom stare, so I don't have to do a lot of talking. They say that I'm HR even in the house, so I'm HR, even in the house. But for them, I talk to them. I'm very intentional about it.

My husband is an amazing man he really is. He is my biggest cheerleader. He's the one that keeps me grounded and pushes me to do all these amazing things that I never knew I can do but he's, he's one of my clients actually I'm teaching him patience so even that kindness that I'm talking to you about today he's learning that. And don't get me wrong, I lose my cool, I get frustrated, I do. Sometimes I want to go off in a corner and scream that happens. But it is coming back to just being center, and understanding, you know, hey, let's go ahead and regroup, get yourself to get together, or with what I have to do.

Trevor  28:07 

Love that Elizabeth, you I can feel your passion through there, I get the whole act what Dave's been talking about, and what a great story to share with so many people. And I, for me I kind of take away this whole thing of just that reminder that one is, of course, being good to yourself and then looking at others, but I also take away today in our discussion is just that whole intentions thing and, and a portion of his vulnerability but a portion of it is, I know that when we say our emotions.

Even if like you know I'm nervous right now on this podcast if I say that, we know the cortisol will drop right and that will actually decrease, you know how much stress you have when you say hey you know what I noticed that I'm all nervous to approach you on this but my intentions are, I feel like I got this glass ceiling. And I just want to talk about that, and I think that is just such great advice just to start to break down some of those barriers and just so many things to take away from being so grateful to have you on here today, it was awesome.

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

00:00 – Introduction 00:29 – We're all wound up and need to unpack

01:33 – Rick Ezell; a workplace Chaplain

02:19 – The "boss's role"

02:46 – Unpacking vs. Venting

03:35 - Work, Personal, and Relational issues

04:25 – The Paradox

05:25 – The impact of time, expertise, and geography

06:11 – The proven need to talk, be reassured, and reminded

08:55 – Listening for the trends

09:30 – Advice for leaders without the luxury of an onsite Chaplaincy service

11:14 – The rules and value of a "listening session"

12:53 – % of conversations at work tend to be about personal and relationships

15:12 – Anecdotal evidence for leader's job requirements rarely recognized nor assessed

18:00 – The peril of ignoring the non-work-related issues

19:21 – The value of transparency and empathy

21:11 – Healthier people make better employee

24:40 – A manager's role in partnering with others

26:29 – A renewing of the mind

27:25 – A culture of care and desire for a resource

28:50 – Summary and closure

29:09 – Share your feedback with us

29:43 – End

Have an important message to share or a topic you'd like to hear more about?

Please contact us with your thoughts, feedback, or suggestions.

We'd love to hear from you!

Trevor Blondeel: trevor@operationskickstart.com

Dave Baker: dave@palmettoleadershipcenter.com

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

00:00 – Introduction 00:30 – What is there to be grateful for in 2021 01:04 – Keeping your mindset not on what you don't have

01:51 – Lisa Ryan introduction and tie in of gratitude to manufacturing

02:41 – Gratitude starts within yourself

03:52 – "They get their paycheck every Friday"

05:25 – Discretionary Effort; a gamechanger

06:34 – Making a beeline to the office because I'm all that and a bag of chips

07:43 – Ideas are Free

08:18 – The companies that need it the most are the one's least likely to make the investment

09:20 – Make the decision whether to stay in a toxic environment

10:30 – Negative Ned & Negative Nancy, changing the energy

12:55 – Persistence

14:01 – Tolerance of toxicity and who needs to be fired

15:30 – What do I own in it and when to walk away

16:58 - Positivity vs. Gratitude

17:50 – Making the shift in re-wiring your brain

19:56 – Accountability; 12 yrs and counting

22:56 – Starting today with the little things

23:38 – The 30-day challenge gratitude and a path to happiness

24:40 – Gratitude starts with you -> today

25:55 – Grounding yourself with what you DO have

27:05 – Closing

27:39 – End

Have an important message to share or a topic you'd like to hear more about?

Please contact us with your thoughts, feedback, or suggestions.

We'd love to hear from you!

Trevor Blondeel: trevor@operationskickstart.com

Dave Baker: dave@palmettoleadershipcenter.com

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

00:00 - Intro 00:28 – Authenticity and sharing your knowledge 02:01 – Seeing others not just through your own personal needs

02:38 – Selling ice to an Eskimo

03:29 – The unique ability to connect with others

04:39 – Where do these skills come from?

06:54 – DNA? Yes. But where's the choice?

08:44 – 2,000 new relationships

09:25 – Managing expectations and focus of time

11:52 – Contacts change, but relationships remain

13:30 – 3:3 above & below

15:00 – Relationships and risks go hand in hand

16:30 – The task at hand and impact on others

17:48 - Relationships trump the perfect plan

19:25 – The challenge for new-in-career or those in a new role  

21:12 – Try to do something alone

22:04 – The more I let go, the more I have

22:49 – Getting the 'mileage'

25:25 – Your greatest legacy may be how you've helped others

26:20 – Staying grounded

30:28 – Summary

31:36 - Closing

32:12 - End

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

In modern manufacturing, employees want more than just a paycheck. To feel engaged and perform at their best, they need to believe they are part of something bigger. If you want to improve employee retention, productivity, and team performance, you must transform the way you communicate and connect with your people.

In this episode, David Sermersheim, team leader, public speaker, and founder of Celebrate Audio, shares insights on manufacturing leadership, communication skills, and employee engagement for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

David explains how storytelling and curiosity strengthen trust building, improve culture, and increase accountability on the shop floor. You will learn practical strategies to use stories as a leadership tool, build stronger relationships, and create a manufacturing environment where people feel valued, motivated, and committed to shared results.

1:33 – Through personal and professional commitment, you can transfer customer-focused strategies to employee-focused leadership
2:51 – Autonomy plays a key role in employee retention rates
6:22 – There are many creative ways to connect with remote team members, like starting a podcast
7:35 – During new hire orientations, embed core company values and the "why" behind your organization
10:35 – Employees need to connect with something beyond just your mission statement 
11:51 – Make sure your job postings reflect your organization's value and purposes
13:18 – Connect orientation, behaviors, and metrics to your organization's core values
13:53 – Quarterly reviews and structured feedback sessions can improve job satisfaction 
18:20 360-degree feedback is important for self-awareness and leadership
22:02 – Be genuinely interested in the people you lead and take the time to understand everyone's unique story

Connect with David Semersheim
Learn more about Celebrate Audio
Email David at david@celebrateaudio.com 

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

00:30 - Well, Dave and I have been talking a lot about getting stuff done. And in manufacturing, every hour is about getting something done, whether it's just getting that order out, getting that task completed, getting that inspection done.

01:45 - Just this week I've heard three different people say, 'I gave this idea, but they turned it down.' 'They didn't listen to me.' 'Yeah, we've tried that.'

03:14 - Running through the glass door to get it done.

03:39 - But how do we stop Dave, and just be present so you can see more? Because when we're running to that task, or if we've laid down because we're just frustrated because we're not going get it done? What do you do?

04:00 - Which side of the fence am I on?

05:27 - What do they have going on? Is this the right time for me to be bringing something up, for me to be making a suggestion?

06:18 - We used to call it barfing on the table. Don't make your problem, my problem.

07:19 - Their job is to throw it over the fence and let somebody else worry about implementing it.

08:41 - What do I own in that?

09:14 – For the folks on the front line, there are some things that are obvious of needed changes.

10:35 - Don't say they didn't listen, there has to be a reason why they didn't listen.

10:52 - 20 ideas for others to do.

12:15 - Relationships are the foundation of dialogue.

13:14 - Paying attention to your own emotions first.

13:57 - Difficult conversations.

18:13 – What's on the other person's agenda? Where are they at? Where am I at? And how can this be presented?

20:43 – Two different approaches with Charlie.

22:37 - So why do we need to talk about this?

24:22 – Takeaways.

25:39 – Share your feedback with us on different approaches. Reach out to us if you've got any thoughts on different topics and what's helpful and what's not.

25:52 - Closing

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

Martha Clarke challenges leaders to get clear on their desired outcome first, because once you know where you're going, the right questions and behaviors naturally follow.

In this episode, we explore manufacturing leadership, strategic thinking, and growth mindset for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

Martha shares practical insights on communication skills, accountability, and authentic leadership, plus how staying curious helps leaders improve clarity, strengthen trust, and drive better team performance on the shop floor.

00:00 – Intro

0:35 – Martha Clarke introduction; Fremont Consulting Group

1:40 – Being mindful when you don't have the answer

3:20 – …but what you do have to have

4:50 – Manufacturing 'is the same' everywhere

6:52 – Be mindful of what you want

7:35 – A perfect outcome based on your language

9:51 – The secret sauce to connecting with the 'locals'

12:24 – It's O.K. to smile – how your presence impacts others

15:05 - The difference between managers and leaders

16:02 – Showing up in a way to achieve the desired outcome

16:47 – Beginning with the end in mind

18:28 – Believing, Actions, and Outcome

20:12 – Digging deep to understand the Why behind your belief

21:11 – Closing off opportunities for breakthrough

22:35 – Belief without the trust of others

25:37 – The A shift vs. B shift phenomenon

26:52 – The final word: respect, believe, and communicate

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

In this episode, Desen Lu joins the podcast to challenge manufacturing leaders to rethink how they approach everyday decisions and problems.

We explore manufacturing leadership, strategic thinking, and growth mindset for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors. Desen shares practical insights on communication skills, accountability, and authentic leadership, plus how shifting perspective helps leaders uncover root causes, strengthen trust, and drive better results on the shop floor.

00:00 - Intro

00:35 – Talent development and the awareness of others in growing your organizations

01:18 – Desen Lu introduction

02:01 – Let's talk Talent. The confusion between Performance & Talent. Talent comes first – Performance is a byproduct of Talent

04:22 – Focusing on the upside of having great talent – not the cost of its absence

05:34 – What separates great talent from average talent - Ownership

08:21 – Ownership and daring to admit that you made a mistake

10:02 – What it looks like to admit mistakes – and the effect

12:00 – The team's response

13:11 – The night and day difference in an organization's culture where it's o.k. to admit mistakes

14:56 – The ripple effect of ownership in talent development

18:15 – Failing your way to success

19:46 – Staying grounded

21:36 – Every day is a battle

22:53 – Diversify with experience opportunities on the 'opposite side of the table'

24:50 – Mindset focus on what you gain on the backside of the storm

27:23 – Gratitude to check your mindset for the rest of the day

29:10 – "We grew a person" – the best news of all in a day!

30:47 – "Performance is a function of human equity" – Desen Lu

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

Dr. Ben Palmer joins the podcast to challenge manufacturing leaders to check themselves in powerful ways that are game changing for business and life changing for people.

In this episode, we explore manufacturing leadership, emotional intelligence, and authentic leadership for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

Dr. Palmer shares practical insights on self awareness, communication skills, and accountability, plus how staying curious helps leaders strengthen trust, improve engagement, and drive better team performance on the shop floor.

 00:00 - Intro

00:38 – 2020: a year with much-needed empathy, resilience, and self-management

01:35 – Intro to Ben Palmer with Genos International

02:42 – Game-changing for business, life-changing for people

03:49 – "HR Puff & Stuff" - What's NOT emotional intelligence (EI)

05:45 – Sizing up Anger. Anger that creates Engagement – not disengagement

07:14 – Here's what emotional intelligence IS

07:49 – A No Crying Zone?

08:52 – The emotional intelligence experience in real life

10:33 – The Story of 2 Pens and your business

13:31 – Who takes care of who - Customer or Employee?

14:40 – The Ripple Effect and the effect on Safety

16:18 – A culture of 'artificial harmony' and 'fear of confrontation'

17:15 – Magic moments and simple behaviors demonstrating levels of emotional intelligence

22:59 – The biggest predictors of your own mortality

27:33 – Introverted or Extroverted and the awareness of how we show up

29:10 – If you can walk and you can knock begin experimenting to learn

30:24 – Opportunities for 2021: Considering your Perspective, the need for Empathy, and your own Well-Being

33:40 – I just want 2020 to end. Why wait to start?

34:22 – Considering other's perspectives – You don't want to be 'that guy'

35:11 – Wrap Up

35:52 - Closure

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

What does it mean to leave a legacy of love in leadership?

In this episode, Jason Zenger opens up about his leadership style and how he stays grounded in his values while leading at a high level.

We explore manufacturing leadership, authentic leadership, and emotional intelligence for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors. Jason shares practical insights on communication skills, trust building, and accountability, plus how leading with clarity and care strengthens culture, engagement, and long term team performance.

00:40 – 1 year of Mindfulness Manufacturing

01:54 – Jason Zenger; President of Zenger's and 'Making Chips' podcast host

03:00 – A transparent business model based on relationships

03:53 – Every great story comes from a history of struggles

04:23 – A Legacy: I want my team to know that I lead them like I loved them

05:40 – How am I going to show up for work today

06:14 – Where's the risk? What's the cost?

09:27 – Responsiveness and lack thereof

10:30 – Displayed by the best of the best on our team: DO-BE-GO-LIFE

12:38 – Accountability to making the tough calls

14:26 – Groom it or Hire it?

16:46 – Your actions and behaviors supersede your words when it comes to loving others

19:17 – A commitment to establishing your mindset and staying grounded

22:27 – Rebounding from setback

25:40 – What it takes to swallow that humble pill

30:00 – Learning through uncomfortable times

32:21 – Closure

Contact information for Jason Zenger:

linkedin.com/in/jasonzenger

zengers.com  (Company Website)

MakingChips.com  (Blog)

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

How do mindfulness and manufacturing leadership connect with dentistry?

In this episode, Dr. Patrick Carter joins the podcast to share insights on communication skills, emotional intelligence, and authentic leadership for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

We explore how connection starts the moment people walk through the door, why trust building matters in every industry, and how mindful leadership improves engagement, relationships, and performance on the shop floor.

00:47 - A great experience at the dentist? Yes

01:29 - Dr. Patrick Carter - Introduction

02:46 - The connection to Mindfulness Manufacturing and a Dentist

05:33 - What's different? Meeting people where they are and knowing that you care

08:29 - We've seen it before, but for others it's all new - it's all about Patience

10:18 - Leading the staff while wearing multiple 'hats'

11:29 - Setting the stage and expectations. It all begins when you walk through the door. Your team

makes all the difference and it begins with hiring the right people

12:45 - Making the human connection

14:45 - Open conversations to become more aware

15:51 - Creating a culture to evaluate times when things do not go well

17:28 - Taking the time to get buy in and execute

18:51 - Stress on all sides and leveling it out

21:25 - The conscious effort and putting it all in context

24:20 - The value of experience and learning throughout your career

25:20 - Rewarding experience: having a profound effect on how others think about themselves

27:33 - Building resilience and taking the time to recharge

29:30 - A morning formula to stay grounded

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

To get your team on board, Greg Morgan joins the podcast to share why mindfulness is actually a critical leadership skill.

In this episode, we explore manufacturing leadership, emotional intelligence, and growth mindset for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

Greg breaks down how staying present improves communication skills, accountability, and trust building, and why mindful leadership helps teams stay engaged, focused, and aligned on the shop floor.

01:20 - Greg Morgan introduction and connecting Mindfulness to Manufacturing

02:15 - LinkedIn "Inspirational Leader" award even now

03:45 - What does Mindfulness have to do with it

04:58 - Top 3 things contributing to success of a start up in India

06:52 - Making the connection - we all have the same basic needs

08:00 - A Start Up vs. Existing facility - each location has its own personality

09:37 – The Old Ways & Callouses

11:54 - Do-Over's & Repeats

15:20 - People selection - everything must change from the top

16:54 - HR's role and getting others onboard with setting the culture

19:30 - Where do you start in recognizing the people side of the business

20:48 - What not to tolerate

23:22 - What we all have in common despite tough times

24:04 - Our egos and an inverted hierarchy mindset

25:44 - Engage & Enroll - that one thing!

28:55 – "The books says…" "this is how we did it where I came from…" No one cares.

30:34 - Too many cars and that '48 Buick

31:56 - Hey boys, this is what we were doing 30 years ago!

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

Talk is cheap. To lead a team, you have to roll up your sleeves and do the work.

In this episode, Mark Whitten joins the podcast to share real-world lessons on manufacturing leadership, accountability, and authentic leadership for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

We dig into communication skills, growth mindset, and trust building, plus what it really takes to show up consistently, lead by example, and drive stronger engagement and performance on the shop floor.

0:35 – Feedback from listener Danny; "I appreciate these truths from experience"

1:16 – Mark Whitten introduction

2:21 – Your actions and how you show up. It is about leading by example

3:04 – Early influence on what leadership looks like & the burden of leadership

3:28 – Talk is cheap

4:55 – Retaining credibility and trust

6:32 – Getting people onboard to make changes

10:08 – The balance in leadership

12:14 – Value and impact of '1:1 meetings' and setting expectations

15:26 – The simplicity of effective leadership

17:38 – Executing the '1:1 meetings'

20:30 – Delaying tough decisions and the impact on your credibility

26:08 – Why many leaders fail to recognize the value in leading by example

27:31 – Exercising your leadership potential

29:45 – If you choose leadership…

31:12 – Summary & Canadian trivia

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

buck stops here.

In this episode, Brian shares why manufacturing leaders must keep their head up, stay aware, and take full accountability for the culture and results around them.

We explore manufacturing leadership, accountability, strategic thinking, and communication skills for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors. Brian breaks down how awareness, authentic leadership, and growth mindset help leaders strengthen trust, improve engagement, and drive performance on the shop floor.

:50 – Brian Leising introduction

03:13 – How Mindfulness has contributed to Brian's success

05:36 – Servant leadership

06:00 – "How are you going to turn this thing around?" P.R.O.U.D.

09:34 – Listening to understand, not just respond

12:00 – Modeling, Accountability, and Humility

14:24 – Rewarding aspects of being Mindful

15:50 – The fight to retain your Integrity

17:34 – The problem with blame. Accept responsibility and ownership

20:55 – The "Buck Stops" here

21:45 – Your decision is: to Stay or Go. If your decision is to Stay, own it.

23:39 – Transparency and alignment in communication of the What & Why

25:24 – Brian's One Thing

27:25 – A 'money pit' and advice for an up and coming leader

28:49 – Contributing to Core Values & Beliefs

29:30 - Close

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

With over 20 years in HR across automotive, pharmaceutical, and wood products manufacturing, Dave joins the podcast to share insights on manufacturing leadership, workforce engagement, and authentic leadership for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

We talk communication skills, accountability, and trust building, plus how leadership at every level connects to culture, retention, and getting real results on the shop floor.

:40 – Listener feedback: Kim reminded us that just being aware that sometimes we're very hard on ourselves and that it's okay, to not get everything done, nor show up as that person that's always doing the right thing, because that's how we learn. Our journey is more like the golf game, just trying to hit the green more often

02:16 – Introducing new co-host and guest for today Dave Baker

04:07 – The practicality of why Mindfulness in manufacturing matters

06:00 – Mindful contrasts of being masked and not masked

08:31 – Presentation to a CEO making no eye contact and the resulting impact

12:00 – Mindfulness of the blue-collar worker 'pulling handles' at 3:00 a.m.

17:36 – That 'silly certificate'

18:57 - The money left on the table in the absence of discretionary effort

20:29 – A funeral and a tie. Underestimating the impact you have on people. That estimation that you have on others is what's called mindfulness.

22:45 – Work the shutdown? Nope, and here's why

23:48 - The one thing: pay attention to what you say how & how you say it

25:49 – What would be done all over again? Stepping forward to make mindful changes to facilitate positive employee relations to get better results

29:32 – Summary

30:05 -  Closure

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

Are you tapping into your team's full potential?

As manufacturing continues to evolve, many leaders are searching for better ways to improve employee engagement, drive productivity, and build a culture where people feel motivated to perform.

In this episode, Christopher Santomassimo, lawyer and founding partner of Outside General Counsel Solutions, shares insights on manufacturing leadership, accountability, and workforce engagement for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

Drawing on more than 30 years of legal experience, Chris explains how transparent accountability strengthens trust building, supports retention, and helps leaders address personnel challenges. You will learn practical strategies for improving communication skills, fostering ownership, and unlocking the potential of your current workforce even as labor shortages and skills gaps continue to impact manufacturing.

2:30 – When companies hold people accountable in a transparent and uplifting way, they tend to see higher engagement and productivity 
2:58 – Accountability is about building trust and team spirit through setting clear goals and expectations 
7:10 – By listening to employees and celebrating their contributions, you can boost morale and retention
11:52 – Transparency fosters ownership and reduces negative incidents, like HR issues
14:47 – When employees feel like they're part of a team, it drives productivity and lessens workplace conflicts
16:37 – Accountability is about coaching and support, not penalization 
19:40 – For long-term improvement, you need consistent practices at all levels of your organization

Connect with Christopher Santomassimo
Listen to his Podcast
Connect on LinkedIn
Learn More About OGC Solutions

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

Join us as Michelle Maldonado joins the podcast to unpack unconscious bias and how it directly impacts hiring, engagement, and attracting the right talent.

In this episode, Michelle, founder of Lucenscia, shares insights on manufacturing leadership, emotional intelligence, and authentic leadership for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

We explore difficult conversations, communication skills, and trust building, plus how mindfulness, self awareness, and compassion help leaders address bias, strengthen culture, and improve workforce retention. Michelle makes uncomfortable topics approachable while offering practical strategies to lead with clarity and intention on the shop floor.

2:30 – Unconscious bias – we all have it!  Beliefs that we have about a person or group or conditions that we are not even aware of.  Great examples and explanation, self awareness development.

7:45 – We each are either racist or anti-racist.  And, here's why: silence and inaction can equate to enabling, and this depends on your comfort level to speak up.  Hiring for diversity, and on boarding for assimilation does not help.  Be curious and engaging in conversation.  Bias sneaks in when we scan for threat, we are hard wired that way.  In groups vs. out groups.  Stretch yourself to also be in the company of people who think differently and have different experiences.

12:30 – To make a difference, depends on your comfort level to speak up.  One of the original meanings of the work competition come from the Latin word  Competere.  The original meaning was everyone striving together towards a common objective, and over the centuries, we have twisted this to in order for me to win, you have to lose.  There is room for everyone at the table.

14:40 – make an edit

16:00 – Any meaningful societal change in history did not happen at the top, it came from the people.  We can all take a step – do one thing - or make a commitment to change one percent of whatever you are doing. It does take all of us, collectively to generate change.  At some point we need the CEO or leader at the top to be modelling and be all in.   In supportive, not judgemental ways.  Consistent modelling.

20:00 – Context is crucial, each person has to evaluate how they can contribute and what are they comfortable with.

21:45 – You can be a good person and still hold bias, Michelle explains micro-aggressions and how they work.  The offence is measured at the ear of the listener, and not at the mouth of the speaker.  Intention does not always match impact.

25:00 – What to do when you become self-aware that you have said the wrong things.  You need to be in conversations.

27:40 – The difference between mindfulness and meditation – they are different, but related.  The purpose of being mindful meditation or practicing it, is to help our selves be grounded, focused, clear, and aware as well as to be compassionate, properly self-managed and high performing, filling up the well.  Mindfulness is to be present with what ever is happening with yourself, others and your environment.  If you are not aware of yourself, the level of awareness of others is probably low.  Mediation is another way of saying a focused attention practice.

36:00 – Michelle explains the Institute for Organizational Mindfulness where she serves on the board, and where we serve as the ambassadors for Manufacturing!  It is all about how we bring mindfulness to the workplace, built by people who have come from business.  IOM provides resources and courses to cultivate that skill set within yourself.  Join the effort by signing up for free here  www.iomindfulness.org/membership  and be part of the community membership program getting access to exclusive member content, webinars, news, and more.

How to contact Michelle or learn more about her work:

Michelle@Lucenscia.com the information about what it means and how it works. 

in/MichelleLMaldonado

www.Lucenscia.com

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

Connor Swenson joins the podcast to challenge how manufacturing leaders think about productivity and performance.

In this episode, Connor shares insights on manufacturing leadership, emotional intelligence, and growth mindset for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

Drawing from his experience teaching productivity and mindfulness programs at Google, we explore communication skills, accountability, and authentic leadership, plus how redefining productivity helps create healthier teams, stronger engagement, and better results on the shop floor.

2:40 – Multi-tasking – technology has a huge role to play in what we can do, however combining two cognitive tasks – switch tasking is different and actually slows you down, it can take you 23 minutes to get back on track according to studies by Gloria Mark.  Office workers checking phones every 5 minutes, open our phones 50 to 80 times a day.

5:30 – How to get things done with an open door policy?  Productivity is very personal, Connor explains how Google managed and best practices.  Blocking time in your day and making clear expectations.  How that creates greater productivity through entire day, less meetings!

11:48 – The Make Time program, defaults are all around us.  Recognize and adjust – Larry Page felt that every person at the meeting over the total of 7, diminished the effectiveness of the meeting.  They are not for status updates.  Explains Asynchronous communication.

14:20 – If an agenda is not set out 24 hours ahead of time you don't need to go – (I Love that!). Great advice on how to be more productive!

17:50 – Search Inside Yourself – the case for skeptics of mindfulness in the workplace – connecting to the broader scope of emotional intelligence.  Training yourself in self-awareness by practicing mindfulness.  Based on the foundation of Daniel Goldman and his book Emotional Intelligence and neuroscience.   Your software can change your hardware.  (Connor goes deep here check it out if you are a skeptic like I was!)

26:30 – Willpower – the dangerous idea, is it as real or as important as we think?  Research is leading to the environment structure being more important.

31:15 – The Infinity Pool – these apps are just never ending, like ESPN where they are designed to make it easy to consume more and more great content.  Technology is not evil, however they are designed to make it fun and keep you engaged.  Try deleting the app??

36:28 – Space to pause – the STOP method, Stop, Take a Breath, Observe how you feel and proceed.  ##Control your response

You can hear from Connor on his weekly newsletter, One Percent Wisdom, where he shares simple, sustainable tactics and strategies you can use to develop your mind and better your work 🧠 or follow connect with him on one of these platforms.

Website: connorswenson.com

Newsletter: connorswenson.com/newsletter

Twitter: @crswenny

LinkedIn: profile

Email: connor@connorswenson.com

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter.

Now, let's jump in!

What kind of leader does it take to go from team member to owner and president of three manufacturing companies?

In this episode, Jesika Young of Cimtech joins the podcast to share insights on manufacturing leadership, growth mindset, and authentic leadership for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

Jesika breaks down how to earn a seat at the table, her three C's for building the right culture, and why communication skills, accountability, and trust building matter at every level. We also talk mindfulness, leadership presence, and what it takes to drive performance while being recognized by Influential Women in Manufacturing.

2:25 – What Jesika does different – put the team first, and all things will fall into place.  'No one person is above the team' Bo Schembechler

4:07 – Jesika's background – how this made her what she is today

6:25 – The three C's to a team culture, being collaborative, communication, and consistently – they key to their growth

8:30 – 2M to 20M in annual revenue manufacturing plants, are forecasted to be the growth space for woman to have ownership in manufacturing.  If that number grows by 2.5% per year, one third of manufacturing could be owned by women by 2030.  (From article published by Frances Brunelle)

9:53 – Jesika's biggest struggle – getting a seat at the table, still a struggle today!  Always being one to raise her hand, working hard has earned her a presidents role at the Metro Manufacturing Alliance, a group for manufactures by manufactures.

13:08 – Advice for other's – nothing is not earned, woman still need to perform.  Things need to change and evolve – example is the flex time – involved the team and there was a great morale and productivity boost.  Not the whistle blowing break time, think outside of the box!

17:00 – You are with your team more than your family, enough trouble outside the four walls so work together – Rank everyone on Safety, Quality and being a good team member.  Being accountable, dependable, innovative and showing initiative.

19:00 – Performance evaluations come with personal incentive plans

21:05 – A fourth C could be Celebration!  Recap on the success and build on it.

26:00— Managing the ego, make yourself aware of your strengths, and consistently stay in my lane.  Built a team with the strengths that I do not have.

28:42 – Sit down, absorb what you got, and think and act with intention to better yourself.

Follow Jesika here;anks Trevor, that certainly captures it. 

https://www.linkedin.com/in/jesikayoung/ 

https://www.facebook.com/jesika.k.young

https://twitter.com/JesikaYoung

Cimtech website: www.cimtechmachine.com