Advertise on podcast: Manufacturing Greatness

In manufacturing, the biggest constraint isn't labor, equipment, or margins. It's time! When you're crunched for time or feel like you're constantly fighting fires, you lose out on valuable opportunities for curious conversations and stronger connections. Overtime, this can lead to issues like communication breakdowns, slowed productivity, and a culture where people are burnt-out and not showing up as their best selves. In this episode, I'm joined by guest Brian Herriot to take a look into how manufacturing leaders can rethink work, leadership, and scheduling to build stronger team . . . without burning people out or lowering standards. Brian is an author and speaker who draws on his own successful business experiences to help others design clear, actionable small business and money management strategies and build their path toward sustainable freedom. He's also the author of the upcoming book Time Freedom: Rethink Your Work and Money to Create a Life You Love Now. In this episode, Brian uses his practical, human-centered approach to tackle topics like 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. 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

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, which he first operated 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 fulfil his successful retirement dreams. In this episode, Ken shares the lessons he learned throughout his career, ranging from the importance of intentional leadership, the root causes of common operational problems, and 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

In manufacturing plants, the same leadership action can motivate one employee and overwhelm another. Why? It's all about brain science! In this episode, guest Falisha Karpati discusses how frontline leaders can harness brain science to build more inclusive, human-centered organizations. Falisha is a Brain-Based Inclusion Consultant located in Montreal, Canada. She holds a PhD in neuroscience and a decade of experience studying the brain. Through her signature UNITING BRAINS framework, she guides organizations through the development of inclusion-focused initiatives and provides interactive brain-based training. In this episode, Falisha breaks down how differences in how our brains are wired directly impact manufacturing leadership, communication, recognition, and team engagement on the shop floor. She covers topics like the neuroscience behind introversion and extroversion, why uncertainty creates stress in manufacturing environments, and how leaders can improve manufacturing culture by asking better questions, minimizing ambiguity, and running more inclusive meetings.  01:05 –Recognition can backfire when manufacturing communication ignores individual brain differences 02:12 – Neuroscience explains how self-awareness in leadership shapes perception, behavior, and relationships in manufacturing plants 04:54 –Manufacturing teamwork and employee engagement manufacturing improve when leaders understand natural brain diversity 9:53 – Brain science brings data—not opinions—into manufacturing management and leadership in industrial operations 11:20 – A powerful reminder that perceptions matter more than intentions in building trust in leadership and strong manufacturing relationships 13:39 – Curiosity-driven leadership starts by asking instead of assuming to close the showing up gap 15:32 – High-stimulus environments explain why leaders take shortcuts that undermine manufacturing culture and clarity on the shop floor 17:11 – Autonomy looks different for everyone, redefining supervisor development, coaching in manufacturing, and performance conversations. 19:55 – Minimizing uncertainty strengthens manufacturing safety culture, emotional intelligence, and consistent leadership behaviors 20:21 – Transparent expectations help close the expectation gap and improve accountability in manufacturing plants 22:40 – Inclusive meetings unlock manufacturing innovation by improving manufacturing communication and psychological safety 24:30 – Simple meeting practices support continuous improvement culture and better team engagement in manufacturing 28:53 – Inclusive discussions fuel operational excellence and authentic leadership across manufacturing organizations Connect with Falisha Karpati Visit her website Connect on LinkedIn and Instagram Read her newsletter Full Transcript [00:00:00]  We have some changes today. We've changed the name of the podcast since 2019. It's been mindfulness manufacturing our company name changed a few years ago to manufacturing greatness. So we're just aligning that 'cause we're gonna be here manufacturing greatness today, and we're gonna be talking about building some bridges and, and you know, how we continue to manufacture and, how we deal with changes people's moods and what's going on. And it remind me of a time when we were, had a great manufacturing line at the kickoff meeting in the morning, we recognized one of the team members showed appreciation, [00:00:30] put this person's name and picture up and gave them a little gift. they were upset with us and we're kind of like, well, hold on a minute. we did all this and this person's not very appreciative and getting to learn them a little bit more is that they didn't. They don't like that type of attention. people's brains are different. And in manufacturing it just complicates it for us 'cause we don't understand it. So fortunately I have a great guest on and friend today, Falisha Caridi. Welcome to the show. Thank you so much. [00:01:00] It's a pleasure to be here. Thanks for having me. you are an inclusive consultant. You harness brain science to build inclusive human-centered workplaces. You create space where all brains thrive. And you studied the neuroscience, having a PhD in neuroscience, which for those who don't know what it takes to get a PhD, it's a mountain. So congratulations on that. Thank you. excited to get your knowledge and expertise to talk about this on the show what did we miss Falisha when we upset that team member? how are [00:01:30] people's brains working here? a key point is that everybody's brain works a little bit differently,  Humans in general share a core brain structure. we generally have the same parts that do the same functions, but our brains also have differences. like how big certain parts are, how different parts connect to each other, and when different parts get activated. this connects with differences in behavior. so when we [00:02:00] think, behave, communicate, everything we do. Is filtered and processed through our brain. there's a, well-known quote that I love, that says You don't see the world as it is. You see the world as you are. Mm-hmm. And what that means, it's really rooted in brain science. And it means that everything you perceive, take in, think, and express. Goes through your brain. what happened [00:02:30] that day was there was a disconnect between what some team members who created that recognition process, thought this person would want and what they actually wanted,  So if we take that recognition experience, maybe it's, getting an award in front of a group And having your name called out and going on stage. if you put two people in that exact same [00:03:00] situation, their brains might react completely differently. we don't necessarily know how people are going to react, what they like, what they don't like. Unless we have those conversations and ask them. just diving into a bit more about why those differences exist, why can you put two people in the same situation and they can react completely differently? our brains are shaped by two main factors. the first is natural [00:03:30] variation in how we're born. there's a wealth of research that shows genetics are connected with many aspects of how our brain works. natural variation is great. It's what keeps us interested. Yeah. We don't wanna, you know, be communicating with people who are exactly the same as us. the natural variation is there for a reason. It's super productive and positive. the second factor is our environment. each of us is shaped from our observations and experiences over time. this includes a whole range of [00:04:00] experiences like our early childhood, our family and community environments. our experiences at school, at work, even our hobbies and interests can change our brain. there's a huge body of neuroscience research that shows brain differences related to living in different cultures. practicing different skills, traumatic experiences and much more. Basically everything you're exposed to, everything that you experience over time, especially if they're repeated or intense, experiences, can change your [00:04:30] brain. what really resonated with me is that Trevor's way is not always the best way. the way you explain like my biases, right? Like. My bias was show appreciation in front of the team. Right? And, and why would I need to check in with that person? in my early manufacturing leadership days, I missed the mark. Often, I just didn't know better. Right? Like, I just thought, you start to learn that. that's why we're hoping that if you're driving into work today, through my mistakes and Falisha's knowledge, we can save you that pain. we're gonna leave you with [00:05:00] some ideas of, what you can do today, to get in front of that. 'cause it makes sense. What you're saying is that, we just have how we grew up and, and our different, you know, the. I think of Lisa Feelman Barrett and, and the theory of constructed emotions. your personality and emotions are based on your experiences and we have different experiences  Right. they're just different. And that's what makes us unique and I like that. I was going through some of your material and I'm trying, 'cause I'm trying to, you know, like our listeners. To understand and better [00:05:30] equip ourselves so that we can, respond differently. But you had some neat research on introverts and extroverts, and I was reviewing it with Ryan, a client today, and he's kinda like, Hey, I think you skimmed over, that whole concept on introverts and extroverts. So can you unpack that for us and help us understand? Definitely. so I also wanna clarify, my background and what I'm doing now compared to what I did before. I have a background in neuroscience research, that was focused on brain plasticity and how our brains, are impacted by training. so what I [00:06:00] do now is, work with the wealth of research that's there. I don't do, neuroimaging research anymore. I used to, so I know exactly how these things work and I bring that experience now into. Applying neuroscience research in organizational context. Mm-hmm. so I summarize research, I communicate it. but the research, for example, an introversion extroversion is not something that I did myself. there's amazing researchers all around the world that have done this, so I'm more of a curator and a communicator Of the [00:06:30] research now. That's why you're on the show, right? Because we need to apply. So you're kind of like the translator for us, right? Because we're not gonna go through all this research, but we need someone like you that can say, Hey, here's the simpler version of it and here's what you can do today. So thank you for doing what you do. Yeah, my pleasure. I love it. so introverts, extroverts is one example of how. Our brain structure and how our brain works is really aligned with the behaviors that

In manufacturing, it often feels like there's nothing more importance than performance. If they want to move up in their career, leaders are told to hit their targets, keep the line running, and solve problems as quickly as possible. But in reality, performance alone rarely drives real career growth. If you want to actually grow in your manufacturing career, it's time to put more emphasis on visibility, curiosity, and building stronger relationships. Learn more in this episode with guest Susan M. Barber, a former Fortune 500 leader with over 25 years of experience at Kraft Heinz. She's also the author of The Visibility Factor: Break Through Your Fears, Stand in Your Own Power, and Become the Authentic Leader You Were Meant To Be, which helps leaders build authentic visibility, overcome imposter syndrome, and close the gap between performance and recognition. In this episode, she gives a behind-the-scenes look at some of the key lessons from The Visibility Factor, plus shares stories and insights manufacturing leaders can use to grow their careers. 1:40 – Performance matters in manufacturing, but career growth depends on more than just shop floor results  5:15 – Voice matters in leadership meetings 7:10 – Thoughtful questions are a powerful way for manufacturing leaders to build credibility and influence 10:45 – Louder voices often gain exposure over quiet high performers 12:55 - Leaders must go beyond their job descriptions to demonstrate readiness for the next level in manufacturing 15:05 - Trust, relationships, and visibility all play a role in how promotion decisions are made 16:55 - Ask  for what you want and "do the job to get the job" before the title arrives 19:05  - The 10–30–60 framework highlights how performance, image, and exposure drive career success 22:45 – Psychological safety, authenticity, and confidence are key factors in leadership visibility 25:40 – By reflecting on past visibility successes and missed opportunities, leaders can understand what holds them back Connect with Susan M. Barber Visit her website Connect on LinkedIn Find her on Instagram and YouTube

Welcome back to previous guest Kathy Miller! Kathy is a member of the Women in Manufacturing Hall of Fame and has held leadership roles at General Motors, Delphi, and Rolls-Royce. She is also the co-author of Steel Toes and Stilettos and the author of a new book, MORE Is Better, which introduces practical frameworks for frontline plant leaders. She's an expert in blending academic research with real-word stories, and it's always great to hear her insights! In this episode,  Kathy draws on both her manufacturing experience and her master's degree in applied positive psychology to discuss the pressure and demands faced by modern manufacturing leaders. She also shares practical tools and frameworks today's leaders can use in their own plants to strengthen culture, boost engagement, and drive operational excellence without adding any extra layers of complexity. 1:22 – Representation and diversity strengthens manufacturing culture 3:02 – Positive psychology research is a valuable tool for frontline supervisors, plant managers, and shop floor leadership teams 5:03 – Strengthen manufacturing relationships through creative safety leadership and by supporting accountability without blame 7:22 – Authenticity improves team engagement and manufacturing retention, especially in high-stress environments 08:20 - Transitioning teams from command-and-control to inclusive lean leadership is essential for creating a continuous improvement culture 12:36 - Helping employees find meaning boosts employee engagement and manufacturing retention. 15:56 – Putting curiosity over compliances helps leaders avoid punitive approaches and improves performance conversations on the floor 21:15 – Creating psychological safety encourages employees to speak up early, which fuels continuous improvement culture and operational excellence 22:56 - Finding a balance between realistic optimism and toxic positivity is essential for credible manufacturing communication and decision-making 24:41 – Relationships are the core foundation of manufacturing teamwork 26:22 – Your mindset shapes manufacturing relationships and every interaction on the plant floor 28:37 – Active listening is one of the most effective tools for better coaching in manufacturing. Connect with Kathy Miller Visit her website and check out the MORE Mentor resources  Connect on LinkedIn  Buy MORE Is Better Listen to her previous podcast episode 

Strong manufacturing leadership isn't just about process improvement or hitting production targets. It's about how we show up for people on the shop floor—and if you're ready to transform your leadership and change how you show up for your team, the first step is leaning into discomfort. Learn more with guest Reggie Davis, the founder of UpLift Coaching and Consulting and the author of Better Together: Embracing the Discomfort of Difference. With over two decades of leadership experience, Reggie helps people navigate the hard-but-necessary conversations they need to forge lasting connections and drive deeper change. In this episode, Reggie explores how leaning into tough conversations can strengthen manufacturing culture, team engagement, and employee retention. He also shares practical insights on coaching in manufacturing, building psychological safety, and developing stronger frontline leadership habits that drive both performance and trust. From plant managers to supervisors, anyone responsible for production leadership or safety culture will take away new ways to improve communication, foster accountability, and create a more connected workplace where better people create better parts. 1:15 – Inclusive leadership and authentic communication improves teamwork, safety, and innovation 3:21 – Discomfort can be a valuable tool for growth 4:33 – Better people create better parts 5:19 – Great leaders focus on results and relationships  6:22 – When you welcome diverse perspectives, you drive teamwork and improve your processes  8:09 – For better conversations, replace "why" with "tell me more." 13:50 – Be aware of how everyday language impacts morale and inclusion on the plant floor 17:30 – Invest in your people through coaching, frontline leadership, and communication training 19:31 – Stay focused on growth, even when the path is uncomfortable  20:40 – Conversations and self-awareness are key to sustainable manufacturing innovation  22:06 – To drive continuous improvement culture, lead with humility and openness  26:39 – Always remember the human side of manufacturing excellence to build trust, reduce turnover, and create a stronger sense of belonging across teams Connect with Reggie Davis More about UpLift Coaching and Consulting Buy his book

Are you leading like a thermometer or a thermostat? If you find yourself reacting to problems instead of setting the tone for your team, you might be acting like a thermometer. But with practice and the right mindset, you can become a thermostatic leader who sets the climate for your whole team or organization. Learn more in this episode with guest Sheri Miller Holt, the author of Thermostatic Leadership: The Quiet Power of Creating Balance and Influence. Drawing on her years of experience in organizational development and leadership training, Sheri unpacks the true meaning of thermostatic leadership, plus shares tips manufacturing leaders can use to balance firmness with compassion, create shared accountability, and build stronger, more empathetic workplaces where people want to do their best. 2:20 - Leaders must decide whether they simply react like a thermometer or adjust and influence like a thermostat. 4:00 - Thermostatic leaders empathize, mobilize, and shift the energy in a room toward positive outcomes 6:50 - Real organizational change begins when leaders change their own behaviors and mindsets 8:30 - Leaders should remove barriers that prevent people from performing at their best 10:50 - The biggest obstacle to better leadership is simplicity — people think it has to be more complex than it really is 11:30 - Knowing your team personally builds trust and motivation 12:40 – Sheri's Dr. GRAK framework focuses on shared results, resources, accountability, and agreed-upon consequences 14:20 - Both leaders and their teams should share outcomes, both good and bad 16:30 - When people understand shared consequences, they self-manage and become more invested in team success 22:40 – Shift your "you" statements to "I" statements to avoid accusations and foster empathy  24:50 - Compassionate leadership doesn't weaken accountability — it deepens it. When people feel cared for, they perform better and take ownership Connect with Sheri Holt Find her on LinkedIn and Facebook Buy her book 

Change can be daunting, but learning how to effectively navigate uncertainty and discomfort is essential for leaders who want to grow their mindset, shift from panic to curiosity, and show up as their best selves for their team. In this episode, take a deep dive into the psychology of change with Anne Bonney, a certified speaking professional, leadership expert, and TEDx speaker who specializes in helping leaders navigate change. She covers topics like how leaders can shift their mindset to thrive in uncertainty, how to manage the fear of the unknown, and why understanding the human brain's reaction to change is key to effective leadership.  2:10 – Our brains react to uncertainty by triggering fear in the amygdala, but we can contradict this by shifting our thinking into the prefrontal cortex 5:35 – To cultivate curiosity and self-awareness, leaders need to embrace discomfort and aversion 7:30 – Practice getting out of your comfort zone with small, low-risk actions 10:00 – In moments of stress or uncertainty, take a pause 12:45 – With trust-based leadership, you can attract and retain Gen Z talent 16:20 – Gen Z thinks differently than other generations, so you may need to shift your thinking to meet their needs 19:15 – In times of changes, leaders need to be self-aware 21:30 – You must model the behavior you want to see in your team Connect with Anne Bonney Visit her website Listen to her podcast Listen to her Tedx Talk Connect on LinkedIn 

If you want to change your results, you need to change your approach. These words of wisdom come from Maggie Harlow, the co-owner of Signarama Downtown in Louisville, Kentucky. With years of experience in the custom sign manufacturing industry, Maggie doesn't just talk about leadership—she lives it. She's also a keynote speaker and speaks on a range of topics, including visionary leadership, gratitude, and finding new approaches to problem-solving. In this episode, Maggie shares more about her background in the sign industry and offers practical, transformative insights on what it really takes to balance quality, speed, and culture in a high-mix, low-volume environment. 3:06 – In high-stress environments, creativity and craftsmanship keep people engaged 6:08 – It is important to have communications between all departments  7:00 – When systemic issues occur, remember that it may be a focus issue, not a people problem 8:14 – Quality is the most important thing 9:17 – As a leader, if you want something to improve or change, you need to bring it to your team's attention 10:28 – When leadership is present on the shop floor, it shifts perception 11:41 – To get sales and production to truly collaborate, you may need a cultural shift 13:09 – To find healthy balances between departments, have honest conversations  14:35 – Focus on ownership, not blame 15:26 – When breakdowns occur, it's often because team members don't understand each other's realities  17:44 – Give your team space to try, fail, and grow within safe boundaries  20:00 – For honest problem-solving, assume everyone is doing their best Connect with Maggie Harlow Find her on LinkedIn Visit her speaking website Learn more about Signarama Downtown

When your workplace includes baby boomers, Gen X, millennials, and Gen Z employees, it can seem impossible to keep everyone happy and fulfilled. In a multigenerational workplace, can you really create an environment where everyone feels supported, valued, and motivated? It is possible—and in this episode of Mindfulness Manufacturing, guest Michelle McCullough provides the insights and tools you need to drive engagement, trust, and emotional well-being across all generations. Michelle is a nationally recognized speaker, leadership expert, and workplace culture expert and has spent years researching how leaders can build more resilient, connected, and productive teams. In this episode, Michelle shares key insights from her latest research, including how trust, support, and human connection can radically transform retention and performance on the shop floor. This episode will challenge you to think differently about what your team really needs. 2:50 – Emotional intelligence is especially important in a high-pressure industry like manufacturing 4:10 – Gen Z crave connection, purpose, and mental well-being in the workplace 6:30 – Older generations tend to prioritize stability, while younger generations want social connection 8:00 – When employees understand the impact of their work, they feel more connected and motivated  9:50 – Show an interest in your team member's lives outside of work 11:00 – Understand that different generations have different motivations  21:00 – Team building exercises can improve cohesion and morale 23:10 – Happiness and resilience training can improve mental health and team connection 24:15 – You should also understanding gender gaps in the workplace  27:50 - When trust is broken, it can be rebuilt through intentional actions like growth, vulnerability, and transparent communication. 29:00 -  Employees are more likely to stay and be engaged when they feel supported and understood by their leaders. Connect with Michelle McCullough Visit her website Follow @SpeakMichelle on social media

When you're dealing with a disengaged team or low morale on the manufacturing floor, a motivation team might sound like a myth. But with the right mindset and workplace environment, you can improve morale, performance, and engagement. Learn more on the Mindfulness Manufacturing podcast with guest Jim Pancero! Jim is a legendary sales and leadership coach and has over 40 years of experience working with manufacturing, warehouse, and distribution teams. In this episode, he shares insights on what truly motivates teams, touching on subjects like positive communication, building engagement, and more. If you're a leader looking to boost motivation, reduce negativity, and create a culture where people want to show up and give their best, you won't want to miss out on Jim's invaluable advice. 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

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 

Are you ready to handle a crisis at your manufacturing plant? Find out in this episode, which is all about crisis communication and how to lead under pressure. This episode's guest in Angela Billings, a seasoned strategic communication with over 20 years of experience in the Air Force—including during September 11th, when she was stationed at the Pentagon. She is also the author of Command the Crisis: Navigate Chaos with Battle-Tested Public Relations and Communication Strategies. Angela shares gripping stories from her career and firsthand experience at the Pentagon, plus offers practical lessons for proactive crisis planning, from establishing clear communications to empowering your team members. Whether you're on the shop floor or in the C-suite, this is your chance to learn the skills you need to confidently navigate a crisis. 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 

In modern manufacturing, many employees want more than just a paycheck—to truly feel engaged and show up as their best selves at work, they need to feel like they're part of something bigger. This means that if you really want to build momentum, drive greater results, and find higher employee retention rates, you need to transform the way you interact with your team. How do you do this? It all starts with curiosity and storytelling! I recently spoke with a storytelling expert: David Sermersheim, a seasoned team leader, public speaker, and the founder of Celebrate Audio, a podcasting service that allows people to share their own unique stories. In this episode, David shares his philosophy for why storytelling and curiosity leads to stronger teams, plus gives actionable insights leaders can use to empower their teams and make stories a central part of their leadership. 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 [email protected] 

Are you tapping into your team's full potential? As the manufacturing industry continues to grow, many leaders find themselves searching for ways to engage their teams, drive productivity, and create a culture where everyone shows up ready to reach their full potential. In this episode, learn more with Christopher Santomassimo, a lawyer and founding partner of Outside General Counsel (OGC) Solutions. With OGC Solutions, Chris assists companies with a wide range of legal and business issues, from employment claims to compliance counseling. With over 30 years of legal experience, Chris has many great lessons and insights for handling personnel issues, fostering accountability, and unlocking the untapped potential of your current workforce. In this episode, he shares how leaders can use transparent accountability to engage their teams and unlock the potential of their current workforce, even in an ever-changing industry like 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