Manufacturing Greatness | Productivity | Retention | Profits | Continuous Improvement | Safety | Workforce Development | Labor Challenges | Skills Gaps | Industry 4.0

Manufacturing Greatness | Productivity | Retention | Profits | Continuous Improvement | Safety | Workforce Development | Labor Challenges | Skills Gaps | Industry 4.0

By Trevor BlondeelBusinessEducationSelf-ImprovementManagement
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Manufacturing Greatness | Productivity | Retention | Profits | Continuous Improvement | Safety | Workforce Development | Labor Challenges | Skills Gaps | Industry 4.0 episodes

  • Accountability for Frontline Supervisors: Leading by Example to Strengthen Trust and Improve Team Performance with Mark Whitten #25

    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

    36 min
  • Accountability for Operations Managers: Driving Core Values and Beliefs to Strengthen Alignment and Team Performance with Brian Leising #24

    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

    31 min
  • Engagement for Frontline Supervisors: Understanding Your Impact to Build Stronger Teams and Better Daily Performance with Dave Baker #23

    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

    31 min
  • Manufacturing Culture + Engagement for HR Leaders: Addressing Unconscious Bias to Build Inclusion, Trust, and Team Performance with Michelle Maldonado #22

    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:

    [email protected] the information about what it means and how it works.

    in/MichelleLMaldonado

    www.Lucenscia.com

    39 min
  • Continuous Improvement for Operations Managers: Rethinking Workflows to Improve Focus and Team Performance with Connor Swenson #21

    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: [email protected]

    44 min
  • Trust for HR Leaders: Helping Team Members Find Their Seat at the Table and Build Belonging with Jesika Young #20

    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

    33 min
  • Emotional Intelligence + Influence for Operations Managers: Using Charisma to Strengthen Leadership Impact and Team Performance with Deiric McCann #19

    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!

    We're excited to welcome our first international guest, Deiric McCann, joining us from Ireland.

    In this episode, Deiric, Head of International Development at Genos International, shares insights on manufacturing leadership, emotional intelligence, and authentic leadership for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors.

    We explore communication skills, trust building, and leadership presence, plus how emotional intelligence and charisma directly impact engagement, accountability, and the bottom line on the shop floor.

    1. 1:05 IOM.The Institute of Organizational Mindfulness. Trevor talks about this institute and the benefits of the IOM. Join the effort by signing up for their free community membership program. By joining you'll get access to exclusive member content, webinars, news, and more! www.iomindfulness.org/membership
    2. 1:55 Mindfulness Manufacturing introduces Deiric McCann.
    3. 4:00 Challenges.Deiric explains the challenge of the name "Emotional Intelligence' his own and others struggles with this title. He never had a really good definition of Emotional Intelligence that inspired people or turned them on. He and his colleagues came up with a definition that made sense to them and others.
    4. 9:25 Charisma. Trevor asks the question can you be charismatic and not be emotionally intelligent? Deiric discusses his findings writing his book and the challenge of finding a definition for charisma and what Leadership Charisma means.
    5. 15:26 People, people, people. Trevor talks about technology and people. Deiric shares his insights and experiences with technology and people and how it has always been people, people, people. Sharing how technology has been introduced into organizations and how people can worry about this and the role emotional intelligence plays in all of this.
    6. 22:25 Advice. Mike asks, what advice would you give to someone who is interested in Leadership?Deiric states, to focus on developing the ability to work more effectively with people. Two ways to develop emotional intelligence read a lot of books and start to pay attention to the way you show up, develop a mindfulness practice. Develop a self-awareness to tune into yourself and others. Start working on your emotional intelligence. https://www.capgemini.com/research/emotional-intelligence/
    7. 27:27 One thing to leave the listeners.Deiric talks openly about the pandemic and how this snuck up on all of us and how big of threat it was and is. He talks about building up the resiliency with the people he works with to handle these challenging times. What we are seeing is an epidemic of stress in people over this. People are just not talking about it. He openly talks about it being normal to be stressed, it's a normal natural reaction on how do we deal with this adversity. The moment you say this is normal this is natural you take a lot of pressure off of yourself.
    8. 32:03 What was the first concert you ever attended?An Irish group called Aslan. Deiric explains his memories of this and other musical bands.
    9. 33:10 Stranded on an island what band or artist do you bring with you?James Taylor.
    39 min
  • Employee Engagement + Productivity for Operations Managers: Improving the Human Interface to Strengthen Team Communication and Results with Terry Iverson #18

    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!

    Terry is a third generation President and CEO of a family built CNC distribution business and founder of Champion Now, an organization dedicated to changing people's perception of manufacturing for the better.

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

    We talk communication skills, trust building, and accountability, plus how passion, people-first leadership, and long term thinking help reshape manufacturing culture, improve engagement, and attract the next generation to the shop floor.

    1. 2:56 The human interface. Terry discusses the human element and how this has always been a constant. The human interface in buying and selling components is still consistent today, 40 years later since Terry has started.
    2. 5:40 Automation and computerization. Terry talks about where he sees Manufacturing going and how manufacturing companies were not very good at marketing their companies, good at marketing their products not their companies. They have not marketed the jobs or careers within their company very well.
    3. 8:05 Everything starts with integrity. Terry talks about never deciding based on a financial gain or loss it has always been on integrity and honesty and running a company on these virtues. What has happened over the years there has not been as strong of a mentoring program for the younger people.
    4. 10:20 look for somebody who is a good person. Terry talks about looking for people who are good to the core and want a relationship. People want a job but they truly want to have a relationship at their work. There is way too much jumping around. Terry discusses Manufacturing day and the importance of promoting this to show videos and films and invite people into the facilities. This helps to show what todays manufacturing offers.
    5. 13:25 Show up early, stay late and tell the truth. Terry talks about the 3 things that he promotes and finds important to help the younger people in a career. The importance of taking the time to live by these helps create a career rather than a job. Terry talks about how he has lived these 3 virtues within his own business.
    6. 17:31 Champion now. Terry talks about Champion now, 'Change How American Manufacturing's Perceived In Our Nation". In 2012 founded he founded the organization with the sole purpose of changing perceptions of manufacturing for the better. Helping the younger generation understand the great careers offered in manufacturing today.
    7. 22:23 There's an opportunity. Terry talks about woman in manufacturing and how we need to be advocates of this. He talks about being fortunate of meeting and working with woman in manufacturing even within his own business. Being more aware and being more open to this can make the difference.
    8. 25:56 Relationships make the world go around. Terry talks about the importance of relationships and the role this plays in manufacturing and within his own business.
    9. 27:20 First concert. Terry's first concert, Bad Company. And if stuck on an island one artist to take with you? Dan Fogelberg would be my choice.

    https://championnow.org/product/podcast/ Copy and paste the link to access information on Terry's book. You can follow and reach Terry at the following social media platforms Twitter feeds

    @Championnow

    @terrymiverson

    @iversonandco

    Facebook pages

    Iverson & Company

    C.H.A.M.P.I.O.N. NOW

    30 min
  • Manufacturing Culture + Engagement for HR Leaders: Learning from a Woman's Journey to Strengthen Inclusion and Team Performance with Diana Soares #17

    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 take to progress your career as a woman in manufacturing while running production on the shop floor?

    In this episode, Diana Soares joins the podcast to share her 30 year journey from loading parts to leading plants through continuous improvement.

    We explore manufacturing leadership, growth mindset, emotional intelligence, and authentic leadership for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors. Diana breaks down why relationships, communication skills, and staying mindful matter more than being purely technical, plus shares real lessons on trust building, accountability, and navigating change.

    Expect practical takeaways, a few laughs, and insights you can use to make your next day better.

    1. 00:55 Introductions, Mike and Trevor welcome Diana to the Mindfulness Manufacturing podcast.
    2. 4:27 It's a man's world, isn't it? Diana speaks openly about a comment made to her after asking a question. Being a woman in a manufacturing environment and the challenges she faced in the beginning. Diana talks about working very hard, her main goal at that time was to learn everything and understanding the equipment, doing every job as a focus when she started.
    3. 6:58 Is everything okay, you don't smile? This comment made by a team member took Diana back and really made her think. Diana's body language had the team members thinking she was upset and this changed things for her. I had to show them that it is fun and I had to shift focus to be not only on the equipment but to ensure I spent time on the people. The team member that asked this question brought the mindfulness out in me and made me think about this.
    4. 10:07 How do you become more intentional? Diana explains ways of being more intentional as a leader. Be authentic! Be open to listen to feedback and don't be afraid to step back, listen to the people and be true to yourself and you can make it anywhere in any role.
    5. 11:37 Do you remember the broom one Mike? Diana talks about an experience that she encountered a long time ago, first starting out. I asked a team member to clean up and sweep and he said to her "I don't' get paid to sweep". Diana didn't know what to do and headed for Mike's office in a panic. Diana and Mike took the time to role play the situation and practice on how to handle it. Doing this helped to build Diana's confidence and as time moved on with more role playing she became very good at handling all different situations.
    6. 15:46 We also had fun! Mike opens the conversation with Diana, even during the stressful times we always laughed and this helped me so much. Diana speaks about when we had to get the work done we did it and we genuinely cared about each other, we we're a team and when we could we always had fun and this helped so much during chaotic times.
    7. 16:30 Hotspot. Diana openly discussed about Mike putting her on the tougher areas, the "hot spots" She recalls one time being out on Line 12 a very strong male dominant team, we reduced from 18 to 11 and Diana thought how am I going to do this? Diana speaks about taking the time to learn every station and this gained me a ton of respect. Diana had people bringing her coffee and drinks and really warming up to her. At the end, we produced more parts with less people and the team ended up being just amazing!
    8. 20:02 Short notices and coming to help others. Diana shares her experiences on being asked to go to other divisions to assist with operations and helping to improve the numbers. Another time she was asked to go to another plant and not to focus on the equipment, she was asked to help with the people and ultimately the culture. 3 months of talking with the people! Another experience was going to a plant the unfortunately experienced a fire and help them rebuild and get production going. The corporate world knew who Diana was and the value she offered!
    9. 22:34 So what do you do different? Diana had an AGM ask her, "so what do you do different'? How do you get the numbers? Diana's reply was I don't know and I truly didn't know. It was natural to be myself and be there working with the team, be yourself and be authentic. Wherever Diana went the results followed and therefore those questions got asked. Mike explains Diana's ability to build a relationship was so great and worked very well and this is how she built teams and achieved results.
    10. 27:10 You put me and a co worker on opposite shifts. Diana shares a time when Mike put herself and another co worker on opposite shifts to achieve results. The chemistry Diana had with this other leader was like no other. The two of them created a one team culture across two shifts which is very hard to do. They both took care of each other and it was important for them to be one unit and one team. At times, some teams will work against each other. People struggle on how to get two shifts to perform as one. The best way is to not point the finger at the team member but to get the leadership together and share ideas and see how we can help each other so we all can be successful.
    11. 31:25 Spare me the labour pains, just give me the baby! Mike had a saying he said to Diana, "Spare me the labour pains and just give me the baby"! The intent was to deliver and don't get caught up in excuses!
    12. 32:26 What advice would you have, a couple key take aways for our listeners? Never give up, be authentic to yourself and don't be afraid to take a couple risks. Mike and Trevor pay their compliments and respect to Diana for all she has done for them professionally and personally.
    13. 34:38 What was your first concert? Guns and Roses! Stranded on an island what artist would you take with you? Diana picks Eric Church!
    36 min
  • Accountability for Operations Managers: Using Transparency to Build Trust and Improve Team Performance with Scott Turner #16

    1. 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!

      1:48 What was it really like working in that culture?Scott explains what it was like working for Horst and the type of transparency and culture he focused on. Scoot encourages the listeners to listen to the podcast with him and Horst if you haven't yet as it will help understand some of the items he discusses.
    2. 4:07 Leadership approach, what was yours?We had a lot of successes and in many cases the guys were promoted into leadership because they were the best tool and die maker, best engineer but we didn't equip them to be prepared as a general manager. We were just go, go, go and growing. In this type of setting you better be a good listener! We had to empower and help each of these guys and girls and be open to learn to be able to adapt to those different functionalities.
    3. 7:30 Learning opportunities.Scott explains his strategy on helping the general managers to be great leaders. We had regular interactions with them, and we created this "Lean leadership Development program "We integrated the leadership expectation with lean learnings and functions. Lean gives you the tools right on the shop floor, focused on the people and the floor.
    4. 10:17 What's the how look like? Scott talks about the successful divisions and the only way this program was going to work is it had to start with me. I had to start with me and being open to change and being that humble learning leader. I had the most opportunity to change but it's tough as I had to expose my weakness.
    5. 12:35 How do lean and mindfulness go together?Scott talks about the humble learning leader and how my behaviors affect those around me. I learned a lot about how my behavior was affecting others around me, I was always late for meetings and taking calls when I was talking to others. So, it was a lot of self-reflection and making changes to be better. I had to make a conscious decision if I can't be on time then be early.
    6. 17:38 We would go to each division.Scott talks about the lean leadership transformation how himself and other leaders would visit each plant and learn and share what each of them were working on as part of their lean leadership journey.
    7. 19:02 Leaders model.Some general managers were open to change, and some were not, they would push back, and I looked at it that they didn't get it yet. Scott talks about his role helping the general managers understand the program. We would do a little bit of modelling certain things and sharing with others.
    8. 23:47 What were your results?Scott talks about the lean leadership program and the results from it. The was really good impact but keeping in mind lean is a very long journey. We had much more opened minded general managers. The financial crisis of 2008 happened, and everything went from long term to what is happening right now, and this pushed off the rails for a bit. I feel good about the impact the program had on the capabilities of the general managers. I don't think enough of the lean stuck and I didn't do enough aligning or creating measurable results.
    9. 33:00 Are you a chicken or are you a pig?As we wrapped up Scott explains the breakfast analogy that he referenced over the years "are you chicken or a pig" this refers to are you committed? In a breakfast the pig is 100 % committed and give its life for the greater good and a chicken is only partially in. The same commitment is in your work and everyday life. Are you a chicken or a pig?
    37 min

About Manufacturing Greatness | Productivity | Retention | Profits | Continuous Improvement | Safety | Workforce Development | Labor Challenges | Skills Gaps | Industry 4.0

From the publisher's feed

Whether you're a plant manager, operations manager, or frontline supervisor, you'll discover practical strategies for lean manufacturing, continuous improvement, and operational excellence. We cover critical topics like workforce development, employee retention, safety culture, and change management—helping you navigate challenges like labor shortages, skills gaps, and the evolving manufacturing landscape including Industry 4.0 and smart manufacturing.