Mindfulness Manufacturing
Our show is about providing listeners with real stories that come from a place of experience, transparency, and authenticity. Most importantly it’s about what we learn from these stories and applying Mindfulness in our everyday work and personal lives. Our intention is to create an environment where people can learn through open honest discussions on how we apply Mindfulness. Although our experiences and stories come from time in a manufacturing environment hence the title “Mindfulness Manufacturing”, we still see our discussions and topics relatable to any organization or profession.
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65 How Leaders Make Employees Their Family
05/18/2022
65 How Leaders Make Employees Their Family
During a recent visit to Kearney, Nebraska, I had the pleasure of staying at a property run by , where I observed how friendly and motivated all the staff members were, from the housekeeping staff to the employees at the front desk. To learn more about this positive environment, I spoke with owner Paul Younes, who shared some amazing insights about fostering employee relationships, creating a supportive workplace, and how leaders can learn to really treat their employees like family. 1:00 – The manufacturing industry can learn a lot from the hospital industry 1:20 – When everyone on the team is happy, customers, clients, and others can tell 3:18 – To cut down on retention issue, create a great environment for your employees 4:20 – You’re only as good as your employees 5:25 – Without great team members, a leader can’t thrive and succeed 7:00 – It’s important to use empathy and understand that all employees have different needs 10:29 – It’s simple: respect others and they will respect you 11:50 – In both manufacturing and hospitality, a little connection can go a long way 13:30 – Opportunities for career advancement help to draw in new employees, especially young employees 15:25 – Take care of “your people” in the best way you can Connect with Younes Hospitality:
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64 Growing Your "Rubber Band Resilience" with Kathy Parry
05/04/2022
64 Growing Your "Rubber Band Resilience" with Kathy Parry
As a manufacturing leader, you’ve probably had emotional times where you’ve felt “stretched” like a rubber band. In this podcast, corporate energy expert Kathy Parry joins me to talk about why the stretch doesn’t have to be a negative thing. Using her background in both business and wellness, Kathy shares her favorite tips for how leaders and their team members can handle conflict, improve their communications, and learn when to take a step back instead of blowing up or burning out. She also shares more about how times of tension can encourage leaders to embrace their own resilience. 1:20 – Resilience is how we bounce back and grow 1:29 – We need that “stretch” in our lives to keep us moving forward 2:03 – Everyone has different reactions and it’s important to honor that 2:32 – Knowing how people are going to react in different situations can make for great team building 3:04 – Differences in reactions can be handled through honest and efficient communications 6:32 – If emotions are trivialized or not respected, it can lead to retention and motivation issues 7:16 – Lack of emotional support in the workplace often leads to mental health issues or problems outside of work 11:02 – To create productive conversations, you may have to reframe things 12:47 – When needed, it’s okay to take a step back. Pauses have power! 13:07 – If there’s an issue, taken time to process and reframe instead of steamrolling ahead 17:17 – When people are overly emotional or don’t take a pause, it leads to low productivity and safety issues 19:46 – In times of “stretch” and challenges, there are opportunities for growth and energy 23:10 – Sometimes, tension can create energy Connect with Kathy Parry:
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63 Embracing Connections, Collaboration, and Even Competition with Thom Singer
04/20/2022
63 Embracing Connections, Collaboration, and Even Competition with Thom Singer
You probably know the golden rule: treat others the way you want to be treated. But what does it have to do with manufacturing? A lot, according to this podcast with public speaker In this episode, Thom talks about the many ways manufacturing leaders and business owners can use empathy to build better relationships, foster collaboration, and ensure their current and former employee speak positively of them. He also shares some ways leaders can turn their employees into their company’s best ambassadors by promoting growth opportunities, encouraging connections, and embracing competition. 1:04 - All opportunities in life comes from other people. 1:45 - Remember the golden role – treat others how you want to be treated 2:15 - Everyone comes to work with their own personal “stuff,” so it’s important to take a step back and stay curious about what is going on with others in your organization 3:17 - How people approach relationships often depends on their generation 4:18 - Empathy and understanding play a huge role in community building 5:25 – If you aren’t consistent in how you show up, others will have a hard time trusting you 7:03 – Your employees are your company’s great ambassadors 7:24 – When people feel connected at work, they are more likely to stay with your company and will be more productive 10:57 – High competition can make you a better leader 11:45 – If your employees are on platforms like LinkedIn, it’s a chance for them to highlight the strengths of your company 12:45 – Oftentimes, employees leave jobs or being job searching on platforms liked LinkedIn because they don’t see opportunities for growth or because they don’t feel fulfilled or challenged 14:00 – Friendships and connections are a key part of making employees feel fulfilled at work 15:33 – Some companies worry that if they offer personal or career development, their employees will gain skills they can use to leave the company, but you can combat this by finding them growth and opportunities within your own company 16:06 – The best leaders want their employees to grow into their best selves 17:43 – Sometimes, it may be best for an employee to seek work elsewhere and it’s important to make sure they still stay good things about your company once they’re gone 18:58 – If you help an employee find a better opportunity, it reflects well on you and your values 25:15 – Don’t be afraid of your employees making connections outside of the company 26:17 – Through sharing and collaborating, you have many chances to learn and grow through the feedback of others 28:01 – You want diversity of thought, not an echo chamber Connect with Thom Singer:
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62 Find Your Wisdom and Vision with W. Kevin Ward
04/06/2022
62 Find Your Wisdom and Vision with W. Kevin Ward
Sometimes, a chance meeting leads to great conversations! After having a random breakfast with W. Kevin Ward of WKW Consulting Services, I knew I had to have him on the podcast to talk about how he helps others seek wisdom and reach their greatest potential. In this episode, he shares his steps for getting off “autopilot” and intentionally seeking wisdom. He also talks about why leaders should have a vision and core values, and how manufacturing industry leaders can improve results and morale by strengthening and communicating their vision and goals. 2:07 – To seek wisdom, start off by disconnecting from the noise in life and taking time to observe 2:24 – By simply paying attention, you can stumble into wisdom 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:
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61 Show Your Team Who You Really Are, P2 with John Raymer
03/23/2022
61 Show Your Team Who You Really Are, P2 with John Raymer
Welcome to part two with John Raymer, a long-time manufacturing leader who now helps others revitalize themselves and their careers. Last time, John introduced his idea about the four fundamental characteristics of great leaders and focused on the importance of humility. In this episode, he talks about the other key characteristics—integrity, empathy, and challenge—and how leaders can grow and improve these characteristics to create efficiency, improve communications and morale, and act as an inspiration to their team. 1:00 – Integrity is vital to being a sought-after leader 1:11 – If people aren’t seeking out your insights, you might not be as effective as you think you are 2:32 – Lapses in integrity are often unintentional 5:17 – People see you for who you really are, not who you think you are 6:31 – Who you are is how you make people feel 10:36 – Find someone who is willing to tell you the truth 11:57 – If you want to fail as a leader, show people that you don’t care about them 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
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60 Show Your Team Who You Really Are, P1 with John Raymer
03/09/2022
60 Show Your Team Who You Really Are, P1 with John Raymer
People see who are you—even if you don’t! This is one of the favorite messages of John Raymer, a longtime manufacturing leader and this episode’s podcast guest. With a background at Toyota Motor Manufacturing, John now helps others revitalize themselves and their manufacturing careers through coaching, mentoring, and teaching. In the first section of this two-part podcast about the fundamental characteristics of great leaders, John shares how people learn everything, both good and bad, from their organization’s leaders—and how practicing humility can help leaders own their mistakes, improve communications, and make their employees feel valued. 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
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59 Breaking Down Barriers for Women in Manufacturing with Nicole Provonchee
02/23/2022
59 Breaking Down Barriers for Women in Manufacturing with Nicole Provonchee
Even in the midst of the ongoing worker shortages, women in manufacturing are a massively untapped market. In fact, women only make a small percentage of the manufacturing workforce due to challenges like a lack of flexibility, barriers to leadership positions, and systemic cultural issues. In this episode, executive coach Nicole Provonchee from Bright Blue Consulting discusses some of the common barriers that women and other minorities often face in manufacturing environments, plus shares how people in leadership roles can change their practices and mindset to help cultivate female leadership. 00:22 – Women in manufacturing are an untapped market 1:48 – 47% of the total workforce involve women and women only make up 30% of the workforce in the United States. In manufacturing, the numbers are even lower 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:
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58 Giving Back: The Key to Retention and Accountability with Jon Finch
02/09/2022
58 Giving Back: The Key to Retention and Accountability with Jon Finch
What’s the secret to retaining talent and promoting a healthy company culture? According to Jon Finch, the senior Vice President of Milwaukee Tool, it’s all about giving back! In this episode, Jon talks about creating (and sustaining!) a culture of productivity and accountability through building company values, delivering on a mission, and gifting employees with opportunities to give back to their community. 00:52 – Talent is currently changing faster than we can put together policies, programs, or infrastructures 1:40 – With the total amount of human beings in North American in decline, it’s time to think about new ways of finding talent 2:12 – There is a lot of pressure on retention and engagement strategies, plus compensation philosophy 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:
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57 Emotions-Reasons For Behaviour Not Excuses with Sara Westrook
01/26/2022
57 Emotions-Reasons For Behaviour Not Excuses with Sara Westrook
Is it ok that we totally lose it on occasion? Hey, my emotions got the best of me, it happens right? No, that is an excuse, and we brought in an expert and friend Sara Westrook to ask some questions go deep quickly on how to turn those excuses around, own your behaviour, and what you can do to get there! 1:15 – Emotions are a skill 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 is about really honing in skills on emotional awareness, emotional management and emotional resilience Connect with her here; Instagram: @iamsarawestbrook Twitter: LinkedIN: YouTube:
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56 Building Bridges and Leading From Behind with LaVerne Roberts
01/12/2022
56 Building Bridges and Leading From Behind with LaVerne Roberts
What happens when you put others first, work hard, and become a bridge builder? A legacy is formed, and we are privleged to go deep with LaVerne Roberts as she reveals what it took to become a Director of Operations in a traditional male dominated role. Paving the way to a better future for manufacturing, LaVerne lights up a room and listening to her wisdom leaves you wanting more. Her authentic, caring, fun, attitude backed with decades of success made her a must guest on the podcast. Enjoy this episode and let us know what you think! 1:45 – 45 years, research, and development success to director of operations, why?? 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 ) 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 – , 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
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55 Bottle up or blow up - Corrigan Electric on creating conversations with Troy Corrigan
12/29/2021
55 Bottle up or blow up - Corrigan Electric on creating conversations with Troy Corrigan
Not all family businesses successfully transition from one generation to the next, so what is the difference maker? Troy Corrigan joins us discussing how he and his brother Shawn had to make personal adjustments to find success through the team, and why being tied to something bigger than your own independent business is key! 1:45 – IEC, Independent Electrical Contractors Association, you need to step up and support 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
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54 A Vehicle to Serve Others - A Construction Business? with Joel Davis
12/15/2021
54 A Vehicle to Serve Others - A Construction Business? with Joel Davis
Like myself, Joel Davis grew up on a farm. Starting out as a project at the age of 17, growing into an impactful family business in South Carolina. Coming up on 25 years, with 3 divisions now and over 100 employees, this is NOT your typical construction company! A privilege to share this conversation and learn from Joel, on why his people and the community, are not only the foundation of his company, but also the results! Contact info and links coming soon, at the bottom of the show notes. 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 10:30 – 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 Watch the great video on Joel's culture! https://jdavisinc.com/culture/
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53 Curiosity - What you don't know
12/01/2021
53 Curiosity - What you don't know
2 Years and still going, thanks to YOU, this podcast is sponsored by no one, but the courage and curiosity of our listeners, and their dedication to making manufacturing more mindful. Took on this episode solo for the first time, as we have some great guests lined up for year 3! This is a reflection of our time together on this podcast, and a look into what we need to think about in 2022, to think in new ways, to get different results. More notes to come soon!
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52 Social Capital gains with Mindful Influence with Vivian Blade
11/17/2021
52 Social Capital gains with Mindful Influence with Vivian Blade
In manufacturing we get to work on capital budgets for the next assembly line. In this episode we have a much more interesting conversation with Vivian Blade as she explains what is social capital, and why you should care! With a background in Lean Six Sigma, she just released her third book Influence in Talent Development, and we are excited to have her on the show as a sought-after leadership expert and thought leader, enjoy! Check out below the show notes to see how to connect with Vivian and learn more! 1:48 - In the news, is all about the great resignation and trying to do the great reset so we can retain those employees. 2:14 - People are searching for organizations that align with their values, lifestyles and making the move. 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. 23:10 – Take the temperature of your culture, be honest with yourself, reflect and see what impact 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! LinkedIn: Twitter: Influence in Talent Development on Amazon: Resilience Ready: The Leader's Guide to Thriving Through Unrelenting Crises on Amazon:
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51 The Economy and Perspective Taking with Jim Ray
11/03/2021
51 The Economy and Perspective Taking with Jim Ray
With guest Jim Ray! Mindfulness Manufacturing is grateful Jim got us up and running as a professional podcast production, he saved days of frustration and time. Check out more on how Jim can support here He is also a great small business consultant so why not have a conversation with him direct, email Jim to set up a time, [email protected] 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.
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50 Making the Great Resignation the Great Retention with Debbie Muno
10/20/2021
50 Making the Great Resignation the Great Retention with Debbie Muno
Debbie Muno of Genos International brings her 25 years of assessment experience and shares her tips to retain team members, making average uncomfortable! 1:17 What can we do about the staff we have today? How do we engage them more? 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 or at
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49 Staying out of Judgement Mode, Pt 2 with Michael Forhan
10/06/2021
49 Staying out of Judgement Mode, Pt 2 with Michael Forhan
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 [email protected] Website xosol.com
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48 Thermostat or Thermometer? with Mike Forhan
09/22/2021
48 Thermostat or Thermometer? with Mike Forhan
Michael Forhan Part 1-turning down the heat in a crisis
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47 Raw, Real, and Relevant
09/08/2021
47 Raw, Real, and Relevant
Raw, Real, and Relevant with Trevor & Dave 00:00 – Introduction 00:30 – Enjoy the moment and enjoy the new things; Dave Baker will be moving on 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
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46 Conversations with the mirror; Shades of okay with Nikki Langman
08/25/2021
46 Conversations with the mirror; Shades of okay with Nikki Langman
If you have not checked out episode 44, head back there when we first had Nikki Langman on as a guest. Grateful to have her back as we look at the stress in the manufacturing industry and how leaning into our core values, and checking in on ourselves, is a great start to build short term and long term resilience! Link here to her website where you can purchase her book direct! 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?
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45 Mindfulness Employment: Throwing the Baby Out with the Bath Water
08/11/2021
45 Mindfulness Employment: Throwing the Baby Out with the Bath Water
Mindful Employment: Throwing the Baby Out with the Bath Water with Trevor & Dave #45 ______________________________________________ 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
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44 Your Key to Greater Self-Awareness with Andrew Nietlich
07/28/2021
44 Your Key to Greater Self-Awareness with Andrew Nietlich
The Key to Greater Self-Awareness: The Wet Bathing Suit Question with guest Nikki Langman #44 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
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43 Coaching: When You’re Sick & Tired of Being Sick & Tired with Andrew Nietlich
07/14/2021
43 Coaching: When You’re Sick & Tired of Being Sick & Tired with Andrew Nietlich
Show Notes: 00:00 - Intro 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: Center for Executive Coaching: Andrew on LinkedIn: Get your Complimentary 46-page ebook “The Three Keys to Success for Coaching Executives, Leaders, Managers, Up-and-Coming Talent, and Business Owners.”
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42 "I know Something You Don't"
06/30/2021
42 "I know Something You Don't"
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?
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41 A License to Call Out Your Boss with Ryan Forte
06/16/2021
41 A License to Call Out Your Boss with Ryan Forte
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
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40 Go-Givers aren't Takers with Bob Burg
06/02/2021
40 Go-Givers aren't Takers with Bob Burg
Intro 00:06 - Are you giving more than you’re receiving? 01:23 – Adding value; a real-life story – Michelle with 03:50 – Welcome – 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 ; taking it to the next level https://gogiversuccessalliance.com/ Close
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39 You ARE in Sales - Embrace it! with Jeff Summers
05/19/2021
39 You ARE in Sales - Embrace it! with Jeff Summers
: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.
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38 Fear is stupid. So are regrets.
05/05/2021
38 Fear is stupid. So are regrets.
Marilyn Monroe kicks it off with her famous quote - Fear is Stupid. So are regrets. 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
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37 Those Magic Mindset Goggles with Dave Baker
04/21/2021
37 Those Magic Mindset Goggles with Dave Baker
00:00:03.510 --> 00:00:51.510 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...
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36 The Currency of Success - Kindness
04/07/2021
36 The Currency of Success - Kindness
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...
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