Collaboration for Operations Managers: Aligning the Why, How, and When to Strengthen Team Engagement and Results with Michael Neuendorff #69
Release Date: 07/13/2022
The Week-One Blind Spot Costing You New Hires | New Hire Onboarding | Ep. 184
Manufacturing Greatness | Productivity | Retention | Profits | Continuous Improvement | Safety | Workforce Development | Labor Challenges | Skills Gaps | Industry 4.0
What if your newest hire decides whether to stay in their very first week? Trevor opens a new solo series built on a national study of 1,250 manufacturing workers, run with Crossover Solutions and The Center for Generational Kinetics. The frontline wants a first-week mentor far more than the leaders who sign off on one, and that blind spot is feeding turnover. He names the Expectation Gap and shares the near-zero-cost move in manufacturing team leadership that closes it before your next hire walks in the door. 🎁 Free: 10 great questions to ask your leadership and drive engagement...
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A Reporter Calls Me Every Week Asking Who's Laying Off with Jason Bates │ Manufacturing Community │ Ep. 183
Manufacturing Greatness | Productivity | Retention | Profits | Continuous Improvement | Safety | Workforce Development | Labor Challenges | Skills Gaps | Industry 4.0
A reporter calls Jason Bates every week looking for the big layoff story. The five-hundred-people-let-go story. Jason keeps telling him the truth: layoffs are happening, in small numbers. So is hiring. But the catastrophe the headlines want isn't what he sees across hundreds of Ontario plants every day. Trevor sits down with Jason, Manufacturing Consortium Manager at EMC, Canada's largest manufacturing consortium, to unpack what's really going on, the plants that are quietly adjusting and diversifying, and the peer community most owners haven't tapped into. Growth doesn't sell papers....
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Every Time You Say Yes, You’re Saying No to Something │ Manufacturing Team Leadership │ Ep. 182
Manufacturing Greatness | Productivity | Retention | Profits | Continuous Improvement | Safety | Workforce Development | Labor Challenges | Skills Gaps | Industry 4.0
When’s the last time you said yes when everything in you wanted to say no? Every yes is a no to something else, usually the work that mattered more, and we end up drowning in our own yeses. Trevor breaks down the hidden math of saying yes, why productive beats busy, and how to say no without burning the relationship, even when it’s your boss asking. You don’t refuse, you reframe: I want to help, here’s what I’d have to move, which option works best. It comes down to capacity and priorities, the heart of manufacturing team leadership. 🎁 Free: 10 great questions to ask your...
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The Team Member You've Quietly Given Up On with Nir Eyal │ Talent Development │ Ep. 181
Manufacturing Greatness | Productivity | Retention | Profits | Continuous Improvement | Safety | Workforce Development | Labor Challenges | Skills Gaps | Industry 4.0
What if the team member you've quietly given up on is the one your plant needs most? Trevor sits down with Nir Eyal, author of the New York Times bestseller Beyond Belief and the global bestsellers Hooked and Indistractable, to apply the three powers of belief (attention, anticipation, agency) to manufacturing talent development. The judgment trap stops development cold. This conversation breaks it open. Manufacturing team leadership starts with the beliefs you carry about the people on your floor. Connect with Nir: Website 👉 nirandfar.com Book 👉 geni.us/beyondbelief Free...
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It’s Thursday and the Report Isn’t Done. Where Did It Break? │ Manufacturing Team Leadership │ Ep. 180
Manufacturing Greatness | Productivity | Retention | Profits | Continuous Improvement | Safety | Workforce Development | Labor Challenges | Skills Gaps | Industry 4.0
It’s Wednesday afternoon and the report due tomorrow isn’t going to be in on time. Do you push harder, or fix what actually broke? Trevor takes a real plant scenario, a report feeding a hiring decision, and walks it back through three gaps: how you showed up, whether “done” was ever clear, and what happens when no one follows up. You’ll hear why chasing harder is manufacturing midness, and the one move that keeps next Thursday from looking like this one: question yourself first. Applies the Manufacturing Greatness model from Episode 170 👉 🎁 Free: 10 great questions to ask your...
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The Most Important Leader Has No Title with Jason Hopper │ Manufacturing Team Leadership From the Floor │ Ep. 179
Manufacturing Greatness | Productivity | Retention | Profits | Continuous Improvement | Safety | Workforce Development | Labor Challenges | Skills Gaps | Industry 4.0
What if the most important leader on your shop floor doesn’t have the title? Trevor sits down with Jason Hopper, a thirty-year manufacturing veteran who rose from the floor into team leadership and then chose to go back to the floor, on what good leadership actually looks like to the people being led. They get into the trap that catches almost every leader, why safety has to mean stopping, and the coaching, trust, and patience that keep good people in the role. 🎧 Mentioned in this episode: Episode 14 with Horst Prelog and Scott Turner, on slowing down to go fast (June 3, 2020). Listen...
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Three Questions That Turn "We Told Them" Into "We Got It Done" | Manufacturing Team Leadership | Ep. 178
Manufacturing Greatness | Productivity | Retention | Profits | Continuous Improvement | Safety | Workforce Development | Labor Challenges | Skills Gaps | Industry 4.0
Have you ever walked past your visual management boards and still not been able to tell if your team is winning? Trevor takes you inside a global food company where executives kept saying "we told them the standards" and supervisors kept saying "we need more clarity." Both were right. Neither was fixing the board. Inspired by Shane Zutz's High Impact Leadership newsletter, Trevor unpacks why accountability is usually a clarity problem in disguise, and walks through the three questions that close the gap between the top and the shop. 🎁 Free: 10 great questions to ask your leadership and...
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The Unwritten Rule That Quietly Ran His Whole Plant with Ryan Forte │ Manufacturing Team Leadership │ Ep. 177
Manufacturing Greatness | Productivity | Retention | Profits | Continuous Improvement | Safety | Workforce Development | Labor Challenges | Skills Gaps | Industry 4.0
What if the hardest person to lead in your plant is you? Trevor sits down with Ryan Forte, Owner of Jefferson Metal Products, whose team had quietly built one unwritten rule: keep the boss happy. Ryan introduces the five-step curiosity model — a new way to think about manufacturing team leadership that starts with getting curious about yourself first. When Ryan made that shift, his culture changed, his people grew, and turnover at the plant dropped by more than half. 🎁 Free: 10 great questions to ask your leadership and drive engagement → and get bonus content in our...
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Why Write-Ups Break Trust and What to Do Instead | The Accountability Gap | Ep. 176
Manufacturing Greatness | Productivity | Retention | Profits | Continuous Improvement | Safety | Workforce Development | Labor Challenges | Skills Gaps | Industry 4.0
Have you ever written up an employee and felt sick the second they walked out of the office? Trevor unpacks the third gap in the Manufacturing Greatness framework: the Accountability Gap. He walks through what happens when leaders skip the conversation and go straight to progressive disclipine, and the three questions that turn pressure into partnership. 🎁 Free: 10 great questions to ask your leadership and drive engagement → and get bonus content in our newsletter! Connect with Trevor: LinkedIn 👉 Website 👉
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Culture of Ownership in Manufacturing: How Owners Stop Being the Bottleneck with Josh McKain | Ep. 175
Manufacturing Greatness | Productivity | Retention | Profits | Continuous Improvement | Safety | Workforce Development | Labor Challenges | Skills Gaps | Industry 4.0
Trevor sits down with Josh McKain, founder of Throughput Mastery, to unpack why manufacturing owners get stuck putting out every fire, and the three-part framework for building a culture of ownership: create the environment, model the standard, install the system. Ownership isn't a personality trait. It's a structural condition you can design for. Connect with Josh: LinkedIn: Website: 🎁 Free: 10 great questions to ask your leadership and drive engagement → and get bonus content in our newsletter! Connect with Trevor: LinkedIn 👉 Website...
info_outlineWelcome 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 artificial intelligence and new technology reshaping manufacturing, leaders are being pushed to think differently — and that’s where this conversation comes in.
In this episode, I’m joined by San Francisco–based executive coach Michael Neuendorff, president of Bay Area Executive Coach, to explore how manufacturing leaders can strengthen collaboration, shift their mindset, and ask better questions to unlock creative, actionable solutions.
We talk practical ways Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors can learn from other industries, improve communication, and lead with curiosity as change
00:30 – “Seek to understand, then to be understood.” – Stephen Covey
2:48 – To stay curious in the workplace, adopt a “student’s mind”
3:09 – Even if it’s your tenth or twentieth year on the job, there is still something you can learn today
3:27 – As long as you stay curious, you can learn from anyone—even someone who you previously thought you couldn’t learn anything from
4:29 – Due to the rise of AI and other emerging technology, manufacturing could be in for some big and unique changes, and we need to prepare for that
5:40 – If you don’t know what didn’t work in the past, it’s harder to prepare for the future
5:45 – Work with people to find solutions, instead of just telling them what to do
6:13 – If someone is consistently told what to do, they can click off the part of their brain that focuses on understanding and problem-solving
6:58 – By staying curious, we can better work with others to find creative, productive outcomes
7:21 – Ask how you can invest in others
9:23 – If people feel like you believe in them, they’re more likely to rise to the occasion
10:18 – To ask questions that foster creativity and collaboration, consider your audience – are you talking to your peers at a leadership level, or someone a few levels below you?
11:14 – Be open to new and different perspectives
12:59 – Look back at your last 30 days. How have you tackled problems? What can you do differently in the next 30 days?
13:56 – When talking to others or setting meetings, consider the time of day. For example, some people may be at their best in the mornings when they’re feeling fresh and energized
20:55 – Believe in the power of collective idea generation
21:53 – By building stronger relationships, you can build more trust and engagement levels will increase
Connect with Michael Neuendorff:
Website for executive coaching