{"version":1,"type":"rich","provider_name":"Libsyn","provider_url":"https:\/\/www.libsyn.com","height":90,"width":600,"title":"Leadership + Accountability for Manufacturing Managers: Using 360-Degree Feedback to Strengthen Self-Awareness and Improve Team Performance with Brian Houp #88","description":"Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor\u2019s monthly newsletter. Now, let\u2019s jump in! To improve behavior and performance on the manufacturing floor, leaders need clear, actionable feedback. But giving and receiving feedback is not always easy in fast paced environments. In this episode, Brian Houp, leadership development coach and 360 feedback expert, shares insights on manufacturing leadership, feedback delivery, and employee engagement for Operations Managers, Production Managers, Manufacturing Managers, Team Leaders, and Shift Supervisors. Brian explains how communication skills, emotional intelligence, and authentic leadership strengthen trust building and accountability. You will learn practical strategies for difficult conversations, growth mindset, and workforce development that support productivity, improve retention, and create manufacturing cultures where continuous improvement becomes part of daily leadership. 2:15 \u2013 Feedback is more than a buzzword 2:44 \u2013 360 Feedback is based around the individual and getting a stronger understanding of how others in your organization see you as a leader or team member 3:49 \u2013 How feedback is set-up and delivered can make a huge difference between having a negative or positive experience 4:44 \u2013 Confidentiality also plays a big role in 360 Feedback and only other type of constructive criticism 6:56 \u2013 As a leader, if you don\u2019t tell someone you want them to improve their behavior, then they have no idea of knowing there is an issue or area or improvement 7:24 \u2013 Feedback focuses on the past, but you can also look toward the future by giving feed forward and offering specific suggestions or advice others can use to improve their behavior 9:00 \u2013 To encourage others to share feedback, sometimes you need to think about the language and phrasing you\u2019re using when asking for feedback 10:36 \u2013 You should also consider who you\u2019re asking for feedback, and who in your organization you should talk to get the best feedback about a certain team member or problem on the floor 11:30 \u2013 People show up differently in front of different people, so be sure to get a wide range of feedback from different people, like executive, team members, or even vendors or clients who frequently interact with someone 14:55 \u2013 When you get feedback about your own behavior, take some time to digest and analyze it, but also get back out on the floor with your team and observe to get a stronger idea of what the feedback is talking about 16:44 \u2013 Sometimes, all you need is a new or fresh context 17:35 \u2013 It\u2019s natural to feel nervous or even scared about hearing feedback 18:16 \u2013 Many leaders focus on their team members who need the most improvement, but don\u2019t forget to also give feedback to the stronger members of your organization to help them get to the next level 20:00 \u2013 To get the best feedback, your whole team or organization needs to commit, especially supervisors and others in leadership positions 22:07 \u2013 Getting good feedback often also requires time and patience 25:41 \u2013 With feedback, you get what you give Connect with Brian Houp Website LinkedIn Brian\u2019s Forbes article on 360 Feedback ","author_name":"Manufacturing Greatness | Productivity | Retention | Profits | Continuous Improvement | Safety | Workforce Development | Labor Challenges | Skills Gaps | Industry 4.0","author_url":"https:\/\/manufacturinggreatness.com","html":"