What if the very thing weighing on you right now is the key to your next level of growth?
Many of us carry more than we realize: unfinished goals, unmet expectations, family pressures, and the constant mental load of what still needs to be done.
In this episode of Chain of Learning, I share a grounding teaching from a Zen priest in Japan after a Zazen guided meditation session that has deeply resonated with me—and with leaders on my Japan Leadership Experience:
“Remove the muda to reveal the Buddha.”
In Japanese, muda means waste. And in Lean, muda refers to anything that doesn’t add value.
I’ve been reflecting on this phrase and its deeper meaning as I process my own life experiences, both personally and professionally.
This Zen teaching invites us to look inward: to notice what weighs us down, reflect on what it’s trying to teach us, and transform that weight into wisdom.
As you move forward—whether at the end of a year or in the middle of a busy work period—this episode offers an invitation to slow down, study your experiences, and release what no longer serves you, so that you can lead your life and work with greater intention, clarity, and a continuous learning mindset.
YOU’LL LEARN:
IMPORTANT LINKS:
TIMESTAMPS FOR THIS EPISODE:
01:55 Daruma dolls and what they represent
03:28 How Zazen meditation can bring you back to inner peace and inner being
04:26 What it means to “Remove the muda to reveal the Buddha”
06:43 The burden Isao Yoshino carried of what he considered was his big failure as a business leader and the shift in perspective to lift the burden, as highlighted in “Learning to Lead, Leading to Learn”
08:07 Four Zen teachings and how to apply them as a transformational change leader
12:00 How the burning of daruma dolls each year show reflection in practice
13:05 Your intentional practice to help you remove the muda
13:36 3 examples of how to use this reflection process to adjust or release so to turn waste into wisdom
13:49 Example 1: You’ve been stuck in constant doing
14:16 Example 2: Your plans didn’t unfold as expected
15:07 Example 3: A relationship has shifted
16:38 The distinction between goals vs intentions—being and doing
17:31 How to “Remove the muda to reveal the buddha” to release the weight you carry and move forward
Apply for my Japan Leadership Experience! The May 2026 cohort is officially SOLD OUT and I'm now accepting applications for the November 2026 cohort. Secure your spot now and take advantage of the early registration discount.
Have you ever stepped outside your routine and suddenly seen your work—or yourself—with fresh clarity?
Sometimes the most meaningful leadership breakthroughs happen when we pause and immerse ourselves in a space designed for reflection, curiosity, and connection.
In this bonus episode—recorded live in Tokyo the morning after Cohort 8 of my Japan Leadership Experience wrapped up—I’m joined by Ikigai expert and past Chain of Learning guest Nick Kemp, who spent the week with my Japan program cohort in November 2025 as both a participant and speaker. Still energized from the experience, we sat down to capture our reflections while they were still vivid.
You'll hear us revisit the moments that stood out, the leaders who inspired us, and the Japanese concepts that came alive throughout the week—ikigai, kaizen, ichigo ichie, omotenashi, sanpo yoshi, and more.
This unscripted conversation offers a glimpse into what my Japan Leadership Experience is all about: a week of learning, community, and connection that helps global executives, lean practitioners, and change leaders discover the essence of respect for people—and “hold precious what it means to be human”—and how to create a culture of excellence.
YOU’LL LEARN:
If there’s one thing to take away from this episode, it’s this:
Transformation happens when you step outside your routine and into intentional space for reflection, learning, and community.
ABOUT MY GUEST:
Nicholas Kemp, is the founder of Ikigai Tribe and is the author of IKIGAI-KAN: Feel a Life Worth Living and co-author with Professor Daiki Kato of Rolefulness:A Guide to Purposeful Living.
IMPORTANT LINKS:
TIMESTAMPS FOR THIS EPISODE:
01:54 The story behind how Nick and Katie first met
03:55 Katie and Nick’s shared connection of living in Japan
04:45 What Katie loves about her special relationships with Japanese business leaders
06:23 What lead Katie to start the Japan Leadership Experience
09:47 How living in Japan and developing relationships with Japanese businesses and Toyota leaders led to Katie to write the book “Learning to Lead, Leading to Learn” and start the Japan Leadership Experience programs Japan Leadership Experience
11:33 The parallel process with writing the book and leading the first program
12:34 The definition of “ibasho” and how the Japan Leadership Experience is about being in a place where you can feel like yourself
15:03 How the word “revitalize” is used in Japan by leaders as the reason for kaizen
15:41 Katie’s favorite parts of leading her Japan Leadership Experience cohorts
17:41 The planning behind the scenes to make the experience a success
18:55 Katie’s connection to her role in bringing people together for learning and connection
21:08 Nick’s biggest takeaway during the week in Japan on the Japan Leadership Experience
23:56 How different cultures have a different sense of urgency and the difference between Japanese culture and Western culture in relationship to kaizen activities
25:25 Starting the day with a morning meeting, “chorei” connected to greater purpose and feeling inspired to do more
26:37 The key to being more roleful and the book “Rolefulness”
28:47 What “sanpo-yoshi” means – goodness in three ways – operating in three- way goodness for customer, company, and community
31:27 The importance of sustainability in Japanese culture
32:31 Clarity on the debate of seven waste or eight waste in lean from a Toyota leader
34:44 The essence of being over doing
36:01 An example of omotenashi in Japanese culture
37:43 Nick’s experience in taking time away to be go to Japan
39:42 The importance of putting aside your everyday role and experience a different way of leading
44:09 The transformation when you step outside routines and into intentional space for reflection and connection
44:53 Questions to reflect on as you listen to this episode
Apply for my next cohort of the Japan Leadership Experience! May 2026 is SOLD OUT - Now Accepting Applications for November 2026 and offering an early registration discount.
Enter for your chance to a win a copy of "Faceplant: FREE Yourself from Failure’s Funk" - http://ChainOfLearning.com/60
We all know that moment where something falls apart.
A project slips. A conversation goes sideways. The promotion doesn’t happen.
We call it “failure,” but it’s often not the mistake itself that stops us.
It’s the fear, the funk, and the uncertainty that follow. And those emotions can hold us back far more than the faceplant ever did.
In this episode, I’m joined by Dr. Melisa Buie and Keeley Hurley—seasoned leaders in engineering, quality, and continuous improvement and the co-authors of Faceplant: FREE Yourself from Failure’s Funk.
Together, we explore what really happens beneath the surface when we stumble—and what it takes to get back up with clarity, confidence, and intention.
Just like Daruma dolls represent the Japanese proverb “Fall down seven times, get up eight,” always righting themselves when knocked over, our path to success comes from acknowledging the stumbles, setbacks, and faceplants that are inherent along the way.
What matters is that we don’t get stuck—we get up and learn our way forward.
YOU’LL LEARN:
If a setback has ever left you uncertain about your next step in building a people-centered culture, this conversation offers a compassionate, practical path to learn your way forward when you fall down.
ABOUT MY GUESTS:
Dr. Melisa Buie is a laser physicist–turned–problem solver with a PhD in Nuclear Engineering/Plasma Physics and decades of leadership in manufacturing at Coherent, Lam Research, Applied Materials, and Advanced Energy. She’s published 40+ papers, holds 6 patents, and is a Six Sigma Black Belt. Melisa is the co-author of Faceplant: FREE Yourself from Failure’s Funk, where she turns hard-won lessons into practical wisdom for navigating setbacks.
Keeley Hurley is a continuous improvement leader with 20+ years in engineering, manufacturing, and quality, and a Certified Manager of Quality/Organizational Excellence. Known for her humility and humor, she brings real-world experience from the many “faceplants” that shaped her problem-solving approach. She is the co-author of Faceplant: FREE Yourself from Failure’s Funk, blending lessons from her own missteps into tools for resilience and growth.
IMPORTANT LINKS:
TIMESTAMPS FOR THIS EPISODE:
01:46 What inspired the book, “Faceplant”
02:56 The emotion behind failure that keeps us stuck
05:53 Getting over the hump of the funk knowing others experience failure
07:03 The meaning of the equation, anxiety = care x uncertainty where our anxiety is amplified
08:25 Why the care factor amplifies when when others are involved
10:01 The pre-mortem exercise to reduce anxiety by anticipating what could go wrong
12:01 How faceplanting is similar to daruma dolls in getting up after we fall
12:44 The aspects of the FREE model in freeing yourself from failure
14:25 Breaking down the acronym FREE: Focus, Reflect, Explore, Engage
17:01 The meaning of the Japanese word, hansei, that means deep self-reflection in improving how we react
17:53 The four quadrant system and determining which quadrant triggers our fight or flight response
20:25 How the four quadrants were determined
21:51 An example of how fear held Keeley back in an emotional hijack in the laser industry
22:47 Melisa’s personal experience in having a fixed mindset when faced with failure
23:56 How Melisa moved from a fixed mindset to a growth mindset and taking chances
26:13 Ways to approach failure in an organizational level
28:40 Importance of clarifying expectations instead of adding pressure on ourselves
30:02 The meaning behind the phrase, “By learning the wrong lesson, you can get stuck with a Life Sentence”
31:24 The both/and thinking that both Melisa and Keeley had to face in embracing failure
36:55 How to apply the concept of hansei in reflecting on a current change initiative and how to learn from failure
39:06 Two ways to reflect on this episode to get past face plants and building small intentional steps to build a learning culture
Gift "Learning to Lead, Leading to Learn" to your team - http://LearningToLeadLeadingToLearn.com
Enter for your chance to a win a copy of "Faceplant: FREE Yourself from Failure’s Funk" - http://ChainOfLearning.com/60
AI is everywhere. And its use and capabilities are accelerating every day.
But is AI actually helping us get better at getting better?
Or is it just amplifying the friction, bottlenecks, and complexity that already exists in our workflows and processes?
In this episode, Nathen Harvey, leader of the DORA Research team at Google, explores how AI is reshaping not just how we work, but how we can use it to elevate human work, collaborate as teams, and reach better outcomes.
Drawing on new findings from the DORA 2025 report on AI-assisted software development, we dig into what truly drives high performance – regardless of your industry or work – and how AI can either accelerate learning or amplify bottlenecks.
If you lead or work on any kind of team you’ll discover how to use AI thoughtfully, so it supports learning and strengthens the people-centered learning culture you’re trying to build.
YOU’LL LEARN:
ABOUT MY GUEST:
Nathen Harvey, Developer Relations Engineer, leads the DORA team at Google Cloud. DORA enables teams and organizations to thrive by making industry-shaping research accessible and actionable. Nathen has learned and shared lessons from some incredible organizations, teams, and open source communities. He is a co-author of multiple DORA reports on software delivery performance and is a sought after speaker in DevOps and software development.
IMPORTANT LINKS:
TIMESTAMPS FOR THIS EPISODE:
03:04 What DORA is and how it’s used as a research program for continuous improvement
04:31 AI’s primary role in software development as an amplifier where organizations are functioning well and where there’s friction
05:53 Using AI to generate more code in software engineering
07:03 Danger of creating more bottlenecks when you try to speed up processes
07:44 Importance of a value stream to understand the customer journey
10:41 How value mapping creates visibility across silos so others see different parts of the whole process
10:55 The process of gathering information for the State of AI Assisted Software Development report
12:20 Finding seven team characteristics based on a survey of 5,000 respondents and learning how to leverage the results to improve performance
14:18 Examples of several team characteristics and how it applies over various industries
16:33 The negative impact of focusing on the wrong process that impacts the throughput
17:00 Focusing at different types of waste to prevent undue pressure on people
17:51 What DORA has found in having a tradeoff in having fast and stable production pushes vs. working slow and rolling back changes
18:50 Three big things you need to improve throughput and quality
19:44 Why the legacy bottleneck team archetype is unstable with elevated levels of friction
21:22 Why harmonious high achievers deliver sustainable high quality work without the burnout
22:37 How the report findings are being used to help improve organizations
23:42 Seven capabilities of the DORA AI Capabilities Model in amplifying the impact of AI adoption to improve team and product performance
26:27 The capability of executing in small batches to see the process through to fruition
28:52 How to leverage AI to elevate human work vs machine work
30:58 The benefits of AI in making new skills accessible, but does not make anyone experts in a specific skill
31:44 Leveraging AI to help you complete tasks that would’ve taken longer
32:43 Using AI to elevate creative thinking, but doesn’t replace your thoughts
33:56 Ability to ask AI “dumb” questions to improve collaboration across teams
34:49 Creating an experiential learning experience where there's not a step-by-step path on how to reach outcomes
37:08 Importance of collaboration when moving from point A to point B
37:35 The difference between trainers and facilitators
39:03 Using the DORA report to form a hypothesis for your next experiment in whether a process is working
39:55 Two ways to start leveraging AI to accelerate learning
40:23 Importance of using AI and learning through use
40:58 Benefits of having a conversation with someone who introduces friction to your work
44:21 The concept of jidoka in designing systems that empower humans to do their best thinking and work
45:22 Questions to ask yourself as your reflect on the role of AI in your organization
Apply for the May 2026 Japan Leadership Experience—https://kbjanderson.com/japantrip/
Where is your primary focus as a leader, change practitioner, or organization?
Getting business results?
Improving processes?
Or developing people?
What if the real key to lasting business success isn’t found in metrics or milestones—but in how you create a culture that nurtures people and their problem-solving capabilities?
In this episode I explore what it really takes to deliver sustainable organizational success, and why building a people-centered learning culture—one where developing others isn’t an afterthought, but the foundation that enables operational excellence and, ultimately, better business outcomes.
Effective leadership begins when you shift from managing results to developing people—creating the conditions for continuous improvement, engagement, and growth.
When you put people first, results follow.
Whether you are a senior executive, lean practitioner, or team leader, that’s how you build organizations that learn, adapt, and thrive—today and for generations to come.
YOU’LL LEARN:
IMPORTANT LINKS:
TIMESTAMPS FOR THIS EPISODE:
01:51 What leadership with purpose truly means
02:06 Why Toyota’s motto, “ The only secret to Toyota is its attitude towards learning,” is its secret to success
03:18 Three interrelated qualities that determine lasting business success represented by a pyramid
03:45 [Third level] Results - The outcomes customers see
04:12 [Second level] Process - The technical and operational systems that make the work flow better
04:37 [First level] People - The foundation that nurtures people, problem-solving, and learning
05:28 Why the Western approach is backwards when it comes to people, processes, and results
06:50 The meaning of the quote, “profit is excrement,” that captures the backwardness of the usual business approach to success
07:39 The difference between lean as a transactional toolkit versus a way of nurturing people and problem solving at all levels
07:53 Why putting people first is not just in Japan or for Toyota leaders
08:41 Leaders who put people first as the foundation for success
10:12 The challenge in putting people first
10:38 An example from Gustavo of why our intentions and our actions are aligned
12:29 Gustavo’s realization that he had a people engagement problem
13:20 The positive results in engagement when he focused on people first
14:08 What leadership in action looks like
14:35 What it really means to create a chain of learning across your organization
15:00 The two pillars of the Toyota Way
15:43 Three questions to ask yourself as you reflect on this episode
16:26 Questions to ask your people to create a cycle of reflection and continuous improvement
17:13 How to build organizations and leaders that last
What does it really take to become lean—not just do lean?
This is the secret to transformational lean leadership that Larry Culp, CEO of GE and GE Aerospace shared with me on stage three years ago. In this special bonus episode, I want to share his insights and wisdom about leadership and lean culture with you.
This bonus episode marks two milestones in my own Chain of Learning® journey:
🎙 The two-year anniversary of the launch of this podcast!
🎉 The three-year anniversary of my interview with Larry Culp
These two moments are deeply connected and they tell a powerful story about learning, leadership, and continuous improvement in action.
To celebrate, I’m bringing you my “fireside chat” with Larry Culp—recorded live on stage at the AME Conference in Dallas in 2022. It’s a rare, candid look at how one of today’s most respected global executives leads with a lean mindset to practice intentional leadership, humility, and continuous learning to reshape culture, improve decision-making, and lead sustainable organizational transformation at scale,
You’ll also hear how this conversation became a defining moment for me—ultimately inspiring the launch of the Chain of Learning® podcast—and why Larry Culp’s insights on lean leadership are just as relevant today.
YOU’LL LEARN:
ABOUT MY GUEST:
Larry Culp joined the GE Board of Directors in April 2018, and was appointed CEO of GE in October 2018. In June 2022, he assumed additional duty as CEO of GE Aerospace and became Chairman & CEO of GE Aerospace when it launched as a public company in April 2024. He also serves as the non-executive Chairman of GE HealthCare. Larry spent 25 years at Danaher Corporation, serving as President and CEO, where he helped increase both revenue and market capitalization fivefold. Recognized as one of the world’s top CEOs by Harvard Business Review and Barron’s, Larry has served as a Senior Lecturer at Harvard Business School, teaching leadership and strategy.
IMPORTANT LINKS:
TIMESTAMPS FOR THIS EPISODE:
02:51 Larry Culp’s view on lean as a lever to embrace cultural disruption at GE
04:14 The importance of having a coach and a teacher to help guide you as a senior leader
05:34 Larry’s shifts in his leadership approach as he was learning how to lead
07:47 How to really listen and hear what others meant to say
07:28 How to become a better listener and ask better questions
08:20 The difference of implementing lean versus becoming lean
10:12 What lean means to you as a leader
12:25 The importance of doing the work even though you have a coach
13:49 How to build failure and mistakes into your leadership practice and culture
15:06 Fostering an environment where sharing mistakes and challenges are acceptable
17:55 Larry’s key takeaway from Katie’s Shingo award winning book, “Learning to Lead, Leading to Learn”
21:16 What to assess when going to Gemba
24:13 What Larry has learned from his sensei and going to Japan that has helped him be a more impactful leader
28:11 How hoshin kanri is connected to your approach leadership approach
29:24 The impact of cross-functional collaboration
31:22 Managing awkwardness as a leader while learning new leadership skills
32:49 Making the shift in being okay with not having all the answers
34:56 Future improvements of GE
36:33 The purpose of daruma dolls in setting intentional goals
37:46 The real heart of lean leadership in using learning as a lever for results that matter
How often do you find yourself racing from meeting to meeting, rushing through tasks, or filling every silence with your own voice?
In our doing-oriented culture, pausing feels uncomfortable—even counterproductive. Yet left unchecked, our instinct for action and answers can limit learning, development, and innovation.
In this episode, I explore the power of the pause and why mastering it may be one of the most transformative leadership habits you can develop.
Pausing with purpose—slowing down to create space for silence, reflection, and intentional action—actually accelerates your impact. It’s in the pause—the space between our “doing”—that learning deepens, decisions improve, and people grow.
Whether you’re leading a team, coaching others, or developing your own learning mindset, this episode will help you discover the power of the pause to drive performance, engagement, and lasting change.
YOU’LL LEARN:
IMPORTANT LINKS:
TIMESTAMPS FOR THIS EPISODE:
01:50 The benefits of mastering the pause
02:12 Why silence is uncomfortable making us want to keep things moving
05:05 Katie’s aha moment of the telling habit
08:58 How to pause to create space for others to think
10:16 How the pause is used in Japanese culture
13:18 The meaning of ma (間) and how to apply this concept
15:41 How reflection (hansei) is deeply rooted in Toyota’s culture
16:17 An example of how Agustín created pauses in the busyness of the usual work routines to give space for conversations
17:47 Why the power of the pause is three-fold
17:51 [ONE] Restore the PDSA (Plan-Do-Study-Adjust) cycle
18:20 [TWO] Pausing gives others space to think
18:46 [THREE] The pause shifts you from being reactive to proactive
19:40 Three ways to practice the power of the pause
19:44 [FIRST] Count silently to 10 after you ask an open question
20:01 [SECOND] Schedule reflection and thinking time for yourself and for your team
20:22 [THIRD] Practice the Intention Pause
21:32 The benefits of holding back before sharing your idea
Enter to Win a Copy of David Yeager's book "10 to 25: The Science of Motivating Young People" - Register to win before October 24th at 11:45pm Pacific: http://chainoflearning.com/55
How do you motivate, coach, or lead someone younger—without sounding critical, nagging, or controlling?
We’ve all heard the stereotypes:
“Young people don’t care.”
“They’re entitled.”
“They can’t take feedback.”
But what if those assumptions are what’s really getting in the way of growth, engagement, and connection?
In this episode, I talk with Dr. David Yeager, professor of psychology at the University of Texas at Austin and author of the bestselling book, 10 to 25: The Science of Motivating Young People.
David’s groundbreaking research—conducted with Carol Dweck, Angela Duckworth, and others—reveals how the right balance of high challenge and high support can unlock potential in the next generation and foster a learning culture where people feel valued, respected, and inspired to grow.
Together, we explore the “mentor mindset”—a practical approach to coaching and intentional leadership to help young people move from compliance to engagement and step into their full potential — and how you can provide feedback that creates connection and motivation, not conflict.
Whether you’re a parent, coach, teacher, or organizational leader, you’ll walk away with actionable insights to cultivate a continuous learning mindset and inspire empowered growth.
YOU’LL LEARN:
ABOUT MY GUEST:
David Yeager, PhD, is a professor of psychology at the University of Texas at Austin and the cofounder of the Texas Behavioral Science and Policy Institute. He is the author of, 10 to 25: The Science of Motivating Young People, and best known for his research conducted with Carol Dweck, Angela Duckworth, and Greg Walton on short but powerful interventions that influence adolescent behaviors such as motivation, engagement, healthy eating, bullying, stress, mental health, and more.
IMPORTANT LINKS:
TIMESTAMPS FOR THIS EPISODE:
02:23 The misconceptions about young one that led to David’s research
04:23 What the mentor’s dilemma is and how to overcome it
05:53 The disconnect with giving and receiving feedback
07:43 Other alternatives to what mentorship can really be for young ones
09:06 The predicament young ones are in between wanting respect, but not having the rights of adulthood
10:50 The difference between the enforcer and protector mindset
11:32 The mentor's dilemma in withholding feedback or being too supportive
12:58 Characteristics of the enforcer mindset in the blame and shame approach and the problems it causes
14:02 Characteristics of the protector mindset includes low standards, but high support
16:37 Different types of leadership styles and why they can be referred to as “mindsets” instead
19:16 The conflicts between protector and enforcer mindsets
21:56 How to have a mentor mindset in dealing with challenges in the workplace or at home
22:26 Example of a mentor mindset in dealing with students in holding a high standard, while also providing support
28:44 Difference between intellectual rigor and logistical rigor
30:92 Benefit of holding a rigorous standard while also providing support in helping others meet their goals
32:51 Example of Stef Okamoto in transforming her old enforcer culture to embracing a mentor mindset focused on honesty and collaboration
37:14 Example of how to use the mentor mindset in correcting behavior in the workplace without being offensive
43:47 The Athena App created with Carol Dweck to help managers deal with conflict
45:41 The misalignment between the real experience in working in serving customers and what managers really need
46:34 Top tip for managers to show up with the mentor mindset in addition to asking questions
47:55 The importance of transparency in leadership to collaboratively troubleshoot issues
49:30 Why leading and mentoring young people isn't about lowering the bar or enforcing compliance, but holding high standards with support
50:41 Asking questions and providing encouragement to be a better leader
51:28 The power of labeling and making your intentions clear when giving feedback
52:37 Question to reflect on to shift into a mindset mentor
What do people in other functions at your organization think lean is all about?
For many—in HR, OD, Finance, or operations—the answer is simple: process improvement, efficiency, waste elimination.
And while those are pieces of the puzzle, they miss the bigger picture.
Too often, continuous improvement and operational excellence teams get pigeonholed as “process people,” making it hard to gain traction or build the partnerships needed for real transformation.
But lean isn’t just about processes—it’s about people. It’s a strategy for developing leaders, engaging employees, and creating lasting change.
If you’re struggling to get leadership buy-in for lean or continuous improvement, the problem likely isn't the results you deliver. It’s how you’re positioning the value of lean and your role as a change leader.
That’s why I teamed up with my friend and business positioning and branding expert Betsy Jordyn for a special bonus episode.
Together, we explore one of the biggest challenges you face as a lean and CI professional: how to position and frame your work so others see its true impact.
YOU’LL LEARN:
Whether you’re an internal or external consultant, this conversation will help you reframe your work in ways that create greater traction and impact.
ABOUT MY GUEST:
Betsy Jordyn is a Brand Positioning Strategist that helps consulting and coaching business owners clarify their brand positioning and messaging, create a website presence that positions them as sought-after experts, land clients with ease and integrity, and take their place as thought leaders and influencers in their niche. Her mission is to help consultants and coaches monetize their best-at strengths and authentic passions to make a bigger difference in the world.
IMPORTANT LINKS:
TIMESTAMPS:
Enter to win a pair of Nicolas Kemp's books: "IKIGAI-KAN: Feel a Life Worth Living" and "Rolefulness: A Guide to Purposeful Living" - Register by October 10th at 11:45pm Pacific and be sure to share your lucky URL to increase your chances of winning: http://chainoflearning.com/53
Ikigai is one of the hottest buzzwords in leadership and personal development. But what does ikigai really mean?
When you think of ikigai, what do you envision?
Is it the popular Venn diagram that claims to help you find your purpose by identifying “the sweet spot” where what you love, what you’re good at, what the world needs, and what you can be paid for overlap?
The problem? That’s not ikigai at all.
And in fact, the very process of putting ikigai into a framework contradicts the authentic meaning of the word.
To dispel what he calls the “ikigai hoax” and uncover its deeper meaning I’m joined by Nicholas Kemp—Japanologist, researcher and author of IKIGAI-KAN: Feel a Life Worth Living and the new book Rolefulness, co-authored with Professor Daiki Kato.
We explore how ikigai is fundamentally about creating meaning, connection, and a life —and workplace—where people feel life is worth living
It’s about being before doing and cultivating simple joys, authentic relationships, and spaces where people feel safe, valued, and inspired, whatever roles you are playing in your life or at work.
Let’s rediscover ikigai—not as a trendy framework, but as a powerful principle to understanding personal purpose, leadership development, and how to cultivate organizations where every individual can thrive.
YOU’LL LEARN:
ABOUT MY GUEST:
Nicholas Kemp, known as The Ikigai Coach, is a coach trainer, public speaker, consultant, and author of IKIGAI-KAN: Feel a Life Worth Living and Rolefulness. He is the founder and head coach of Ikigai Tribe, a community of educators, psychologists, coaches, and trainers dedicated to serving their communities through the authentic practice of Ikigai. With decades of experience living in Japan and training leaders worldwide, Nick is the trusted voice on how Ikigai can be embodied—not just studied.
IMPORTANT LINKS:
TIMESTAMPS FOR THIS EPISODE:
02:20 What ikigai really means
03:11 The misconception people think ikigai is
04:10 The ikigai hoax of the popular viral Venn diagram
07:04 Why Nick calls himself a Japanologist and his deep understanding of Japanese principles
10:57 The different structures of ikigai to identify relationships, people roles, and hobbies
11:19 What “Kan” means in Ikigai-Kan that makes you feel that life is worth living
13:27 The concept of slowing down into “be” not just “do”
14:35 How to get back to the ikigai essence of life and work
15:00 The meaning of ibasho and that is built on three ideas that make you feel comfortable and have a sense of purpose
17:34 The importance of having a psychologically safe environment where continuous improvement thrives
19:54 What kokorozashi means to align our behaviors with intention
21:20 How Japan uses kokorozashi in their biggest business school
24:01 Breaking down the concept of kokorozashi to put ideas into action
25:38 What inspired Rolefullness to make it an extension of ikigai
29:03 Tips on how to understand your role in your own life whether at work or home
23:23 Three ways to enrich your life
30:22 The importance of meaningful conversations and expressing gratitude
32:26 How to be more roleful to make a change in your business and relationships and fulfill a specific role
36:07 The concept of authenticity to show up as you are with maximum impact
36:58 How to get started in getting more intentional in being your authentic self
38:12 The greatest gift of ikigai and allowing a person to pursue their work role
42:12 Cultivating ikigai, kokorozashi, and shiko to create space where people feel safe, valued, and inspired
43:24 Three simple ways to create ibasho to build a welcome place where people thrive
Register to win a pair of Nick Kemp's books: "Ikigai-Kan" and "Rolefullness" - enter to win by October 10th: http://chainoflearning.com/53
What’s the #1 frustration most lean and continuous improvement practitioners face?
It's something that I bet you've felt too, no matter how passionate you are about the work, no matter what you call it: lean, agile, continuous improvement, operational excellence, or DevOps...
Too often, we struggle to clearly explain what we actually do as CI change leaders and why it matters. And when you can’t articulate the deeper value of lean or OpEx, it’s hard to get the buy-in needed to lead the organizational transformation you envision.
In this episode, I take you inside a qualitative survey of 100+ change leaders—from internal continuous improvement practitioners and leaders, to external consultants and coaches, executives and operations leaders—on what draws us to this field of organizational improvement, what fuels our passion, and what holds us back from the impact we know is possible.
Before listening to this episode, take a moment to reflect on:
If you love lean and continuous improvement and are ready to overcome the frustrations holding you and your organization back from real transformation, then this episode is for you.
YOU’LL LEARN:
IMPORTANT LINKS:
TIMESTAMPS FOR THIS EPISODE:
03:01 Reflection questions on your own experience as a lean and continuous improvement practitioner
03:53 Top three things that light us up and fuels our passion
03:58 [FIRST] Problem solving that directly impact people’s ability to work meaningfully
04:51 Survey examples of what leaders love about solving problems
06:16 [SECOND] People development and empowerment
07:07 Survey examples of what leaders love about empowering people to solve problems
08:50 [THIRD] Tangible and meaningful impact
09:52 Survey examples of what leaders love about creating meaningful impact for people, organizations, and systems
10:46 Change leader’s frustration: leadership buy-in
12:57 The deeper truth in what’s stopping us from leading real organizational transformation
13:18 Challenges in changing mindsets and shifting behaviors in an organization
13:42 The meaning of Douglas McGregor’s Theory X and Theory Y and the relationship to lean
16:00 The paradox in changing mindset management and leadership for change leaders
17:12 Three practical tips to shift shift the story and the system
17:18 [FIRST] Acknowledge the size of the challenge
18:07 [SECOND] Speak the language of business
19:07 One of the best examples of how a leader effectively led change through influence
20:54 [THIRD] Pair technical process improvement skills with influence and human-focused skills
22:54 The consistent themes from the survey of loving this work and wanting to make meaningful impact
23:54 Take the next step in expanding your influence skills
Enter to win a copy of "The Problem Solver's Toolkit" by Tracy O'Rourke and Elisabeth Swan by September 12.
Organizations invest thousands of dollars and countless hours into lean, Six Sigma, and other continuous improvement training programs. Certifications get awarded. Belts get earned.
But nothing actually changes.
Technical problem-solving training alone isn’t enough to drive meaningful impact. Without guidance and support on how to apply problem-solving tools—and the people-side of leading change—improvements stall.
In this episode of Chain of Learning, I'm joined by Tracy O’Rourke and Elisabeth Swan, co-founders of the Just-in-Time Café and co-authors of "The Problem-Solver’s Toolkit." With more than 50 years of combined Lean Six Sigma experience, they’ve trained and coached thousands of problem-solvers across industries—from healthcare and government to manufacturing and service—helping teams turn knowledge into real results.
Whatever problem-solving method you use—DMAIC, PDCA, or an A3—you’ll walk away with practical insights to help you bridge the gap between knowledge and action.
YOU’LL LEARN:
ABOUT MY GUESTS:
Tracy O’Rourke is a Lean Six Sigma Master Black Belt, and co-founder of the Just-in-Time Café. As a sought-after consultant, instructor, and speaker with over 25 years of experience, Tracy specializes in cultural change, leadership development, strategic alignment, and process improvement.
Elisabeth Swan is a leadership coach, keynote speaker, award-winning author of “Picture Yourself a Leader”, and co-founder of the Just-in-Time Café. Elisabeth brings decades of experience helping Fortune 100 companies and nonprofits embrace conscious leadership and continuous improvement.
IMPORTANT LINKS:
TIMESTAMPS FOR THIS EPISODE:
01:37 The inspiration behind the “Problem Solvers Toolkit”
02:54 The disconnect between what is education and what leads to retention
04:22 The aha moments in creating the revised second edition in leading process improvement
05:55 Potholes and detours as a metaphor in process improvements not going the perfect way
06:36 The journey of continuous improvement in taking your team on the journey with you
07:26 Incorporating road games in getting the team involved in problem solving
11:03 What led Tracy and Elisabeth to want to help people in leading process improvement
13:31 The real meaning of being a leader — more than just being a senior executive
16:04 The difference between lean and Six Sigma
18:24 Why the process steps matter more than the name
19:22 Why people feel lean has failed
20:38 Additional learnings in making the second edition of “The Problem-Solver’s Toolkit”
21:53 Changes made in the second edition including graphics, examples and templates
22:19 What the Just-in-Time Café digital toolkit includes
25:23 How to solve problems based on solving similar problems
27:19 The 5S Baby spoof music video inspired by process solving tools
29:12 The next spoof song based on root cause analysis
33:16 Elisabeth’s takeaways from the Japan Leadership Experience in seeing worker happiness
34:53 The importance of focusing on human happiness and engagement for growth
36:53 Tracy’s takeaways from the Japan Leadership Experience
40:00 Top recommendation for being the most effective in getting traction in solving problems
41:41 The importance of building curiosity to get to know people and their experiences
43:34 What is involved in successful problem-solving
44:14 How to close the gap between learning and doing
Enter to win a copy of "The Problem Solver's Toolkit" by Tracy O'Rourke and Elisabeth Swan by September 12.
Apply today for the Japan Leadership Experience — last chance to join the November 2025 cohort. Applications also open for May 2026.
Apply for the Nov 2025 (limited spots remaining) or May 2026 Japan Leadership Experience
https://kbjanderson.com/japantrip/
“Change the culture!”
That’s exactly what longtime Toyota leader Isao Yoshino was tasked with during one of the most famous business transformations in history—NUMMI—Toyota’s joint venture with General Motors in the 1980s.
The challenge?
Take GM’s worst-performing plant—plagued by absenteeism, low morale, and poor quality—and turn it around.
Within just one year, with the same American workforce but under Toyota’s leadership, NUMMI became GM’s best-performing site.
Behind the scenes was Mr. Yoshino, leading the design and delivery of a three-week training program in Japan for hundreds of NUMMI’s frontline and middle managers.
In this episode, Mr. Yoshino shares the inside story of NUMMI’s transformation—how an experiment in a business turnaround became a “New Me” moment for its leaders—and the leadership lessons you can use to influence culture change without relying on authority.
If you’re a lean practitioner or change leader wondering how to truly “change a culture,” this is a rare chance to hear the story directly from the person who lived it.
You’ll Learn:
ABOUT MY GUEST:
Isao Yoshino, worked at Toyota Motor Corporation for over 40 years—from the late 1960s to the early 2000s—and played an important role in the development of Toyota’s people-centered learning culture it’s now famous for. He was a key part of Kan-Pro senior leadership development program, which embedded A3 thinking as the process for problem-solving, communication, and leadership development across the organization—and has deep expertise in the practice of hoshin-kanri—Toyota’s strategy deployment process. He’s the subject of the Shingo award-winning book “Learning to Lead, Leading to Learn: Lessons from Toyota Leader Isao Yoshino on a Lifetime of Continuous Learning”
IMPORTANT LINKS:
TIMESTAMPS FOR THIS EPISODE:
03:02 How Isao Yoshino felt to be tasked with changing the culture and attitude of NUMMI leaders
04:27 Creating the space for leaders to experience working in Japan and Toyota’s style
09:21 Positive results from employees changing their attitude mindset themselves without being forced
12:06 The importance of “check” in the PDCA process
14:38 Making the “check” process a positive experience in learning how to improve systems without blame
18:10 The critical difference between the former GM culture and Toyota with their approach to problems
19:12 The mindset shift of “no problem is a problem” and the impact of pulling the andon cord
20:19 The positive results from lettings others learn and grow without force
23:09 Reflections from Isao Yoshino about being part of the Japan Leadership Experience and continuing to learn something new
24:38 The acronym for NUMMI and the deeper meaning of, “New Me” to become the best version of yourself
Apply for the Nov 2025 (limited spots remaining) or May 2026 Japan Leadership Experience
https://kbjanderson.com/japantrip/
When you encounter challenges or setbacks, and it feels like things just aren’t going your way, it’s easy to get caught into a downward negative spiral.
But could simple mindset shifts change not just how you feel, but how you move forward and influence those around you with positive momentum?
In this episode, I’m sharing three powerful reframes that have helped me reset, regain perspective, and move through challenges with intention and empowerment.
These reframes aren’t just personal practices—they’re leadership strategies that can help you model resilience, learning, and agency, and inspire the people around you to do the same.
This episode isn’t about blind optimism or sugarcoating hard things. It’s about real, actionable ways to reframe challenges and move forward with greater clarity, strength, and purpose.
Learn the three reframes that have helped me (and the leaders I work with) get back up and lead with heart and intention.
YOU’LL LEARN:
IMPORTANT LINKS:
TIMESTAMPS FOR THIS EPISODE:
01:56 [1st REFRAME] Find the good—even when it’s hard
02:03 Katie’s dad as the inspiration behind the motto, “Today’s a great day”
04:23 Isao Yoshino’s influence in learning how to shift from negative to positive
07:22 The importance of focusing on the good for improvement
09:23 [2nd REFRAME] Seeing failures and setbacks as learning opportunities
10:17 Why daruma dolls are a reminder of resilience and the Japanese proverb "Fall down seven times, get up eight"
12:04 Questions to maintain a learning mindset
12:33 The learning zone versus the performance zone from Chain of Learning Episode 5 guest Eduardo Bricino
13:37 Reframe exercise to reframe failure to learning opportunity
15:17 [3rd REFRAME] Moving from powerlessness to agency
15:51 Understanding, “The ball is in your court” to help how you respond to negative conditions
17:07 Achieving goals versus fulfilling your intention
18:14 Katie’s previous organizational role and how a reframe launched her consulting practice
20:19 How two executives used coaching and reflection to shift from solving problems themselves to enabling their teams
21:26 Stepping away from frustration and reframing the problem to influence things differently
22:51 Reframe exercise to move from inaction to action
23:33 Summary of the three reframes
25:31 Questions to help shape your day and impact
Apply for the Nov 2025 or May 2026 Japan Leadership Experience
https://kbjanderson.com/japantrip/
You’re implementing the tools.
Making the improvements.
Delivering the project results.
But the same problems keep resurfacing and you’re left wondering: What’s missing?
In this episode, Josef Procházka, a lean consultant from the Czech Republic, shares his personal journey of transformation—from frustrated practitioner to heart-led coach—and the impact his shift in approach to consulting has had for his clients and for himself.
Josef began his career focused on tools, metrics, and deliverables. But something didn’t feel right.
After reading Learning to Lead, Leading to Learn and joining two of my Japan Leadership Experience programs, Josef experienced a transformation of both mind and heart. He found a more meaningful path: one centered on people, purpose, and intentional leadership.
Whether you're an external consultant, internal improvement or operational leader, or simply looking to grow your impact—Josef’s story is a reminder that real change doesn’t come from better systems alone.
This episode will challenge you to rethink how you show up to lead change, what transformation really requires, and what it means to lead with intention.
YOU’LL LEARN:
ABOUT MY GUEST:
Josef Procházka is a Lean Six Sigma consultant from the Czech Republic with 20+ years of experience helping manufacturing companies improve productivity, streamline processes, and enhance quality through structured problem-solving and project leadership. He specializes in making Lean practices meaningful by translating tools like 5S and A3 into values-driven change that engages people at every level.
IMPORTANT LINKS:
TIMESTAMPS FOR THIS EPISODE:
03:13 How the Japan Leadership Experiences influenced Josef’s transformation
05:27 The “aha” shifts that helped his transformation
07:59 Why Josef’s approach was not making an impact
11:00 Reframing 5S to meaningful 5S to increase productivity in a client’s workplace
17:30 The importance of bringing meaningfulness to create impact
20:03 The negative effect of short-term focus without a long-term view
22:33 Why Josef decided to come back to the Japan Leadership Experience
25:32 Why Katie is passionate about leading her Japan Leadership Experiences
28:12 The connection leaders feel after the immersive experience in Japan
29:07 Positive transformations from two clients Josef invited to the Japan Leadership Experience
33:29 Importance of continuing to learn and going towards the North star to be a better leader
37:52 Why real leaders practice lean for their team
39:21 Josef’s story on going to the Japan Leadership Experience
44:21 Advice to make a shift towards greater impact
46:21 7 key steps to create real long-term impact
A global economic crisis is dragging down sales.
Departments are working in silos and leaders at all levels are arguing about priorities.
Managers are too busy to coach their teams.
You might think this describes your organization today—and it was the exact situation Toyota faced nearly 50 years ago.
This challenge sparked one of the most ambitious and influential—and least known outside Japan—leadership development programs in Toyota’s history: the Kanri Nouryoku Program, or Kan-Pro for short. “Kanri” meaning management, and “Nouryoku” meaning capability.
Kan-Pro helped establish the people-centered learning culture Toyota is famous for today and embedded A3 thinking as a foundational process for problem-solving, communication, and leadership development.
I invited Isao Yoshino—a 40-year Toyota leader who was one of the key team members who helped create and lead the program—to share his experience in two pivotal moments in Toyota’s evolution and how he learned to lead cultural leadership transformation from a place of influence, not authority.
Join me and Mr. Yoshino—also the subject of my Shingo-award winning book Learning to Lead, Leading to Learn — as we celebrate its 5-year anniversary this month!
YOU’LL LEARN:
Stay tuned for Episode 50 where Mr. Yoshino shares his major assignment to “change the culture”—how he and his team, including Lean Global Network Chairman John Shook, led the training and transformation of frontline American leaders at NUMMI, the GM–Toyota joint venture in the 1980s.
ABOUT MY GUEST:
Isao Yoshino, worked at Toyota Motor Corporation for over 40 years—from the late 1960s to the early 2000s—and played an important role in the development of Toyota’s people-centered learning culture it’s now famous for. He was a key part of Kan-Pro senior leadership development program, which embedded A3 thinking as the process for problem-solving, communication, and leadership development across the organization—and has deep expertise in the practice of hoshin-kanri—Toyota’s strategy deployment process.
IMPORTANT LINKS:
TIMESTAMPS FOR THIS EPISODE:
03:51 The leadership shift behind the Toyota Way towards a people centered approach
06:03 How Taiichi Ohno shaped the Toyota Production System and Masao Nemoto shaped Toyota Way style leadership
07:41 Closing Toyota’s leadership gap and how Kan-Pro emerged as a countermeasure
12:41 Why committed top-down leadership ownership is essential to creating organizational culture
14:46 How seriousness and patience sets Toyota apart
15:17 Why Toyota created Kan-Pro to 're-tighten the belt' on leadership capabilities and why they need to refocus on leadership capabilities every generation
18:55 The leader’s role in setting direction and providing support to their people
20:40 The mindset shift in top management to not to fake it
21:17 Mr. Yoshino’s experience coaching senior leaders through hands-on A3 learning
25:38 Key influence skills Mr. Yoshino learned from great Toyota managers
28:12 The importance of respect by senior leaders even when there’s resistance to change
28:58 Being a Yes-Minded Persuader – a key KATALYST™ Chang Leader competency – in bringing leaders along in change
31:25 Lessons from coaching senior leaders using A3 thinking during Kan-Pro
35:45 The positive shift when leaders prepare the A3 themselves
37:48 Importance of handwritten A3s to senior executives
41:13 The significance of a leader stamping their hanko on an A3 document
43:35 Why an A3 at Toyota is different compared to most companies
45:16 Mr. Yoshino’s highlights in participating in Katie’s Japan Leadership Experience lean management tours
48:29 Leading change involves empathy, patience, and helping others change themselves
48:50 Questions to reflect on as a change agent in your organization
Is it possible to lead a real, long-term cultural transformation in a publicly traded company—where shareholders often demand short-term financial results?
It’s challenging, yet possible. And GE Aerospace, with CEO Larry Culp at the helm, is leading the way.
I invited Phil Wickler, Chief Transformation Officer, back to discuss the enterprise-wide shift toward lean at GE Aerospace.
We explore what it takes to build a lean management system across a global company of 50,000+ people and how GE Aerospace is embedding problem-solving thinking, leadership behavior, and capability building into every layer of the organization as the strategic approach to getting business results.
Discover the difference between “doing” lean and “being” lean and what it takes to shift from operational leadership and “being the expert” to transformational influence and building capability across the organization.
If you’re an operational leader, internal lean practitioner, external consultant, or if you want to lead change at scale, don’t miss this episode!
YOU’LL LEARN:
ABOUT MY GUEST:
Phil Wickler is a Chief Transformation Officer at GE Aerospace where he has enterprise responsibility for EHS, Quality, Lean Operations, Sustainability and Transformation. Phil joined GE in 1995. He progressed through several operations roles, including Six Sigma Black Belt in assembly and component manufacturing, and as a facility manager. Then most recently, the Vice President of Supply Chain at GE, leading global manufacturing and supply chain operations.
IMPORTANT LINKS:
TIMESTAMPS FOR THIS EPISODE:
01:54 Phil’s career journey to Chief Transformation Officer
04:28 Steps to lead culture change and build a thriving lean enterprise
07:23 Common leadership misconceptions
09:13 Helping leaders go to gemba with humility
12:14 Setting up hoshin kanri up for success
14:25 Importance of reflection for continuous improvement
16:41 Narrowing down objectives vs. working on everything at once
20:18 Moving from an operational leader to a transformational change leader
22:04 How centralized and decentralized lean teams support enterprise culture change
25:15 Integrating communications and HR functions in transformation & talent development
26:18 GE Aerospace’s proprietary lean management system – FLIGHT DECK
28:12 Mindset shifts that shaped Phil’s leadership
31:00 Measuring cultural change through lean and FLIGHT DECK
34:57 Starting with the basics is critical in leading change
37:55 Real-world example of progress at site level
39:21 How to strengthen the positioning of lean/Operational Excellence in your organization
41:55 One element that accelerated GE Aerospace’s transformation
42:31 How to get started/ bring senior leaders on board
How effective is your organization's strategy in achieving results?
If your team doesn't understand how their daily work connects to bigger organizational goals, you don't have a strategy—you have a gap.
A gap in engagement.
A gap in alignment.
This gap leads to confusion, misaligned priorities, and wasted effort.
I’m joined by Mark Reich, author of “Managing on Purpose”, to explore how hoshin kanri – often translated as strategy or policy deployment – can bridge this gap and transform your strategy development and deployment process.
With 23+ years at Toyota and extensive experience guiding organizations through lean transformations, Mark reveals how hoshin kanri offers a different approach to strategy execution and management. It connects people to purpose, builds capability, and aligns cross-functional areas, turning vision into results.
Turn your strategy into action by aligning and building a purpose-driven organization.
YOU’LL LEARN:
ABOUT MY GUEST:
Mark Reich is the author of “Managing on Purpose.” He spent 23 years at Toyota, including six years in Japan, seven years at the Toyota Supplier Support Center (TSSC), and over a decade leading Toyota’s North American hoshin kanri process. Today, he’s the Senior Coach and Chief Engineer of Strategy at the Lean Enterprise Institute (LEI), where he guides organizations and their executives on lean transformation.
IMPORTANT LINKS:
TIMESTAMPS FOR THIS EPISODE:
2:05 Hoshin Kanri vs. traditional management approaches to strategy
2:52 Mark defines hoshin kanri
3:49 What people get around around strategy deployment
4:26 Two key differences that sets hoshin kanri apart from traditional strategy
5:16 The problem Mark aimed to solve in “Managing On Purpose”
10:07 Why knowing your true north vision matters
11:34 The complexity of the x-matrix in implementing strategy
15:31 Why catchball is essential to hoshin kanri
20:32 Leading effective catchball conversations
23:07 Vertical vs. horizontal catchball
24:31 Collaborative input in the A3 process
26:17 How leaders can retain perspective for effective catchball conversations
28:30 The PDCA cycle’s critical role in hoshin kanri framework
31:06 Importance of flexibility in leadership
32:19 Distinguishing daily tasks vs. long term tasks for success
34:31 Embedding reflection time in the hoshin process to make PDCA work
37:31 Long-term learning in implementing effective systems
39:48 Using hansei for reflection and prioritization
How many questions is too many?
You know that asking effective questions is key to helping others solve problems and unlocking improvement, but can you ask too many questions?
Yes! And when you do so, you actually hinder progress, not enable it.
In this episode, I share one of the most common mistakes leaders and coaches alike make when learning to Break the Telling Habit® and moving from “telling” to “asking”.
It's a crucial shift to stop being the expert with all the answers, but when you overpivot to only asking, you can leave the person you’re intending to support feeling frustrated and stuck.
Coaching for improvement isn’t just about inquiry—it’s about navigating what I call the “Coaching Continuum”—knowing when to provide open support for problem-solving and when to step in with direction.
And importantly, always keeping the problem-solving responsibility with the person you are coaching.
YOU’LL LEARN:
Tune in to learn how to navigate this continuum and become a more effective Transformational Improvement Coach!
IMPORTANT LINKS:
TIMESTAMPS FOR THIS EPISODE:
02:59 Navigating the coaching continuum
03:59 A brief explanation of the coaching continuum to be a more helpful coach
05:32 The 3 key steps to effectively navigate the coaching continuum
05:43 Step 1: Understand their thinking to know whether open coaching or directive guidance is needed
07:12 Step 2: Get comfortable with struggle
08:26 When to pivot from open coaching to directive coaching
8:37 How to label your actions to clarify your intention
11:01 Step 3: Today’s not the only day, follow up with a coaching process question to encourage learning
11:27 Benefit of asking a process question to understand next steps
13:32 A leader’s role in developing an A3 report and owning the thinking process not the thinking
15:13 Why coaching and leadership is situational
15:35 Steps to make a plan for effective coaching
15:42 Step 1: Ask a question before immediately jumping in
15:54 Step 2: Give an example how you might approach the problem
16:15 Step 3: The next step to take and what to expect
Apply for the Nov 2025 Japan Leadership Experience - early registration rate now through May 31st!
https://kbjanderson.com/japantrip/
What’s the real purpose behind the Japanese practices integral to lean management —like kata, obeya, and A3 reports?
These methods are often misunderstood as mere templates or formats, without recognizing the deeper meaning and intention that drive their impact.
In this episode, we’re picking up on my conversation with Tim Wolput, Japanologist, Toyota Way management expert, and former World Aikido Champion, in Part 2 of this masterclass on Japanese culture and management.
Tim brings a unique perspective on the connection between martial arts and leadership—exploring how practices like kata, obeya, and omotenashi (the spirit of hospitality) can be applied to transformational leadership in your organization.
YOU’LL LEARN:
In episode 42, we explored how Samurai and rice farming shaped Japanese leadership and how it differs from Western management. If you missed it, hit pause and listen now before continuing this episode!
ABOUT MY GUEST:
Tim Wolput is a Japanologist and Toyota Way Management expert passionate about helping people transform themselves, their organizations, and the world for the better. Since 2023 Tim has been my in-country partner for my immersive Japan Leadership Experiences. Originally from Belgium, Tim has lived in Japan since 1999 where he attended Tokyo University Graduate School where he studied the history of traditional Japanese mathematics. He is also the 2005 World Champion in Aikido. Tim is a certified Toyota Way Management System instructor and consultant to global organizations on Lean, Agile, and Toyota Production System (TPS).
IMPORTANT LINKS:
TIMESTAMPS FOR THIS EPISODE:
01:54 The meaning and practice of Aikido and lessons for leadership and lean management
06:20 What it means to flip the organizational pyramid and how it relates to supportive and servant leadership
09:37 Importance of kata in Japanese culture
17:24 The ritual of the tea ceremony and how it relates to business and customer service
21:05 Disadvantages of replacing humans with machines to get things done
22:40 The concept of obeya, visual management, and people development
25:30 The importance of being people focused rather than tools and processes to reach goals