LEANSTACK

We build world-class tools, content, and coaching resources that help entrepreneurs succeed.

Authored Running Lean
Authored Scaling Lean
Created Lean Canvas

Founder/CEO

WiredReach

WiredReach enables the creation of dead-simple peer to web applications that blur the boundaries between the desktop and web. Our flagship product is BoxCloud - a dead-simple way for creatives to share large files with clients and co-workers.

Founder

Sonus Networks

Prior to founding WiredReach in 2002, Ash was Director of Software Development at telecom technologies inc., which was subsequently acquired by Sonus Networks in 2001. Ash built and led the development team responsible for tti’s distributed Voice over IP Softswitch product.

Director of Software Development

telecom technologies inc

He joined tti as a local number portability (LNP) expert at a time when tti was transitioning from a professional services company to a product company. He help put together a team and led the development project for their flagship product.

Nortel

Was part of an initial team of 5 people that later grew to 70 working on a local number portability administration system.

Software Engineer

Founder/CEO @ LEANSTACK | Bestselling author and founder

I have bootstrapped several products to millions of users and worked with thousands of early-stage entrepreneurs worldwide - helping them systematically find repeatable and scalable business models using my battle-tested playbooks. 

Instead of:
-Spending several months building a product you hope people will buy.

Imagine a world where you:
- Spend several weeks defining a product you know people will buy.

For aspiring or early-stage founders:

If you’re looking to bootstart your idea, consider joining my 30-day Business Model Design Challenge below: 

You'll learn how to:
- Find or test a big idea worth pursuing,
- Design a business model blueprint,
- Stress-test your idea before investing time, money, and effort. 

Join the next Business Model Design Challenge:
https://runlean.ly/challenge

Ash Maurya

“Startups don't starve. They drown...”

They drown in too much information, too much analysis, too much conflicting feedback, too much "important" work.

Where do you start?

Even mantras like "right action, right time," I espouse, run up against practical ground realities.

Most people simply guess or vibe their way, but here’s the expensive reality: When you don’t have a systematic way to prioritize and pick what feels most urgent or what the loudest customer complained about, you end up burning time, cash, and momentum.

In this week's YouTube video, I outline a 4-step prioritization framework I use for picking where to focus. It combines a popular product priorization framework, RICE, with Fermi Estimations.

RICE stands for:
• Reach: How many customers will this impact?
• Impact: What's the value per customer?
• Confidence: How certain are we?
• Effort: What's the cost to build?

The formula: (Reach × Impact × Confidence) ÷ Effort

But here's the problem most people face: How do you score objectively without fooling yourself?

Should onboarding be a 7 or an 8? Is that feature worth $5,000 or $7,500?

This is where Fermi estimation comes in...

Instead of false precision, I use order-of-magnitude scales:
• Reach: 1, 10, 100, 1,000, 10,000, 100,000
• Impact: $100, $1K, $10K, $100K
• Confidence: 20%, 50%, 80%
• Effort: 2 hours, 2 days, 2 weeks, 2 months

You go from fudging numbers to justify the thing you want to build to prioritizing the right work. More in the full video...

Running Lean & Lean Canvas | Helping first-time founders (everywhere) succeed through battle-tested playbooks.

The biggest mistake in launching a startup isn't moving too fast.

It's validating for too long.

After validating hundreds of business models, I've seen a pattern: Most founders get stuck chasing validation—surveys, interviews, feedback loops—hoping that one more data point will finally give them certainty.

But here's the truth: You'll never have perfect validation because startups are not an exact science. And no funnel ever converts anywhere near 100%.

The real question isn't "How do I get perfect validation?"

It's "How do I know when I have SUFFICIENT evidence to move forward?"

Three validation traps that waste time:

Trap #1: Confusing Learning with Traction
I've had founders tell me: "I ran over 50 customer interviews!" That's great—but when I ask "How many customers did you convert?" the number is disappointingly low or zero. In startups, you don't get a gold star for following a process. You get results from traction.

Trap #2: Waiting for Statistical Significance
Some founders dismiss customer conversations as "not statistically significant" and instead chase landing page experiments. Here's reality: When 10 out of 10 people tell you they don't want your product, that IS statistically significant. Plus, people grossly underestimate how much traffic and conversions you need for statistical significance. With limited runway, you can't afford to wait.

Trap #3: Over-Planning
Founders spend months creating pixel-perfect pitch decks, 5-year financial models, comprehensive competitive analysis, and elaborate business plans. Then they launch and learn it's all wrong. This isn't "being thorough." This is analysis paralysis disguised as validation.

The solution? The Minimum Success Criteria Framework.

You don't need perfect validation. You need minimum sufficient evidence at three levels:
- Founder level (3-year goal)
- 90-day cycle (quarterly traction)
- Experiment level (2-week tests)

Define your minimum threshold BEFORE you start, not AFTER. Make it specific, measurable, and tied to traction—not vague vibes like "everyone loved it."

Full framework breakdown in this week's YouTube video.

First-time founders obsess about their

- company/product name,
- domain name,
- logo.

Good names and domains are hard to come by and premature optimization. 

Second-time founders obsess about building something worth naming. 

Then they buy whatever name they want. 

Starting Risks  Scaling Risks.

Stop Obsessing Over Your Startup Name

You can teach an AI agent to code, but can you teach it to build, measure, and learn? 

We just did. 

Check out the latest LEANSpark episode here: 
https://lnkd.in/gDcqKPwz

Next unlock achieved: 
LEANSpark can now design and run 90-day cycles and LEAN sprints. 

It has full memory of your business model, metrics, and experiments... So you don't have to do context/prompt sit-ups... It's ready to hit the ground running when you are.

Stop building MUPs
MUP = Maximally Undifferentiated Product

Most MVPs Fail Because Founders Build the Wrong Thing

When there's lots of uncertainty, you need light-weight dynamic models, not heavy-weight static plans.

Choose
- a Lean Canvas over a Business Plan
- a Fermi Estimate over a financial forecast spreadsheet
- a Traction Roadmap over a Product Roadmap

Yesterday: Episode 1 went live.

146 founders got full access to the first behind-the-scenes validation session.

What they're watching: The backstory behind the most ambitious project I'm undertaking: Build a daily AI-cofounder for systematic startup validation.

This isn't theory. It's real work. Real uncertainty. Real decisions.

13 weeks of systematic validation, completely over-the-shoulder.

You can watch Episode 1 (the pilot) here: https://lnkd.in/g9WvtG9H

Full access (all 13 weeks): https://lnkd.in/gBSar2bS

Next Friday: Week 2 - Business Model Stress-testing

 #LeanStartup #ProductValidation #BuildingInPublic

Open article: Your AI co-founder for systematic validation by leanspark.leanfoundry.com

Your AI co-founder for systematic validation

You have a starting business model. You know what needs to be tested.

But you're staring at 50 different experiments you could run.

Which one do you start with?

Most founders freeze. Analysis paralysis sets in.

Or worse - they try running all 50 at once and make slow progress on everything.

Time is your scarcest resource. 

And you make the most progress by focusing on the right actions, not all actions, at the right time. 

---

Episode 3 of the LEANSpark Over-the-Shoulder series (dropping Friday) shows you how I solve this:

✓ Why 90-day cycles are the "Missing Middle" between your 3-year goal and daily tasks

✓ How to design a validation cycle that prioritizes your riskiest assumptions

✓ The actual 90-day plan LEANSpark designed for me 

✓ Real results: 142 paying customers in 14 days using this framework

Practice trumps theory. 

I'm documenting the entire LEANSpark launch in real-time - the decisions, the pivots, the lessons learned.

Watch the full series:
👉 https://lnkd.in/gDcqKPwz

Episode 1: How LEANSpark started (the origin story)
Episode 2: Business Model Stress Testing (finding blind spots)
Episode 3: 90-Day Cycle Planning (drops Friday)

If you're building a startup and tired of guessing which experiment to run next, this is for you.

Open article: LEANSpark - Over the Shoulder Series by leanfoundry.com

DeltaOps Consulting

I help CMOs scale marketing teams by applying lean principles like Kaizen to optimise processes, remove inefficiencies, and improve collaboration. My goal is to save marketing teams time and resources, driving smarter, more effective campaigns. If you're looking to streamline operations and create a culture of continuous improvement, I’m the partner to call.

Founder & CEO

Shoot 4 The Moon Ltd

Marketing operations consulting and workshop facilitator of 'Ox' the Operations Excellence Programme for marketeers. On our Ox course, in just 3 sessions, your team will be fast-tracked to gain the confidence to audit and own their processes and embrace the discipline of continuous improvement. 
The 3 workshops will solve these common issues: automating manual processes, freeing-up space by reducing non-value adding tasks, and standardising processes to eliminate siloed work.

Consultant and Facilitator

Prime Video & Amazon Studios

Leading the marketing campaigns of SVOD titles, Prime Video Channels, and Live Sports properties across +50 streaming device partners in EMEA.

Marketing Manager - EMEA

Leading various marketing operational projects that aid Prime Video’s EU expansion. 
Responsibilities included:
•	Creating efficiencies by implementing new software, deprecating and unifying tools, and developing automation. 
•	Establishing Standard Operational Procedures with other teams to streamline processes. Teams included Content Acquisition, Catalog, Local Brand teams, Amazon Studios, etc).
•	Mapping roles and responsibilities to establish single thread ownership of tasks to maximise efficiencies.
•	Educating and on-boarding +50 newcomers on processes, tooling, and resources.
Key Achievements:
•	Introduced a workstream that reduced ingestion errors saving +10h per title in the campaign management team (+400h in 2022)
Skills developed:
•	Large scale operations management 
•	Mastering project management tools

Marketing Operations Manager - EU

Henkel

•	Managing the brand relaunch of Schwarzkopf's Masterbrand across categories: Colour, Styling and Care
•	Developing a brand plan for Right Guard, including the ideation, strategy, and development of a new premium sub-brand to enhance category and brand value. 
•	Supporting the divestment of Right Guard after the acquisition from a private equity firm.
•	Leading the implementation of Power BI (market share data platform) for the UK marketing team.
•	Analysing and assessing different ventures for the UK marketing team including D2C and brand extensions.
•	Managing and developing the 2021 Schwarzkopf Graduate Programme (+400 applicants, 2-day virtual group assessments, 16 second stage interviews).
•	Managing and training graduates, included: development plans, training, and upskilling.

Senior Brand Manager - Beauty Care Retail - Body and Hair (Right Guard, Schwarzkopf)

•	Revitalising Right Guard with a brand relaunch and repositioning with market research data and multiple workshop sessions.
•	Managing a nationwide Out of Home and Digital/vod campaign to support the relaunch. This included the development of all assets, creative workshops with media owners, and media budget optimisation.
•	Rolling out the relaunch on Right Guard’s Xtreme sub-brand and Shower Gel ranges, and preparing 2021-2022 NPDs.
•	Managing a last-minute COVID response project that included the launch of 3 SKUs in record time.
•	Performed Net Revenue Management portfolio assessment; which resulted in the launch of a new deo size in the category.

Brand Manager - Beauty Care Retail - Right Guard, Fa

•	Developing and executing brand strategy plans for local brands.
•	Performing 'deep dive' analyses to key categories which resulted in changing in pricing strategy and the rationalisation of ¼ of the brand portfolio. Resulted in a margin increase of +2pp.
•	Full ownership of ATL/BTL campaigns that included 3 TV and VoD campaigns (i.e. building business cases, forecasting, working with creatives, undergoing Clearcast approvals, buying media, and tracking/presenting results).
•	Training and supporting newcomers, including being an interim line manager for 5 months.
•	Championed the implementation of a volunteering program at Henkel to aid a local food bank.

Brand Manager - Adhesives for Consumers - UniBond, No More Nails, Solvite, Nitromors

•  Activating and managing digital campaigns (i.e. SEO, AdWords, Pinterest promoted pins, Facebook ads, YouTube video campaign, Google banners). 
•  Launching and managing an inspirational-DIY website and Facebook page.
•  Collaborating with digital managers from other business units to share best practices. 
•  Liaising the implementation of campaigns that linked with customer’s digital assets. 
•  Updating the business unit’s digital assets (i.e. YouTube pages, social media, websites). 
•  Working with content and SEO agencies to optimise digital assets (e.g. creating and defining assets, keywords and content for A+ pages). 
•  Implementing GPRD compliance across all the business unit's websites and digital touch points

Adhesives for Consumers Digital Marketing Manager (on top of brand responsibilities)

•  Supporting the launch of NPDs and implementing +100 artwork refreshes and adaptations. 
•  Developing, executing and presenting local brand plans 
•  Launching local and international product innovations. Including introducing  27 new products in 2 months for a customer’s international tender.   
•  Managing and coordinating digital and TV campaigns.
•  Providing cross-functional support: trade marketing, demand planning, supply planning, sales, finance, packaging, production, customer service, regional and global teams.

Junior Brand Manager - Adhesives for Consumers - UniBond Sealants and PU Foam

Panamericana de Salud C.A.

Responsibilities include:
• Analysing the company’s financial accounts (e.g. statement of cash flows, income statement,
balance sheet) and developing action plans.
• Performing cost accounting analysis and valuations of projects.
• Assisting in the debt management for account receivables.
Key Achievements:
• Decreased the variable costs by 12%.
• Collected 90% of account receivables including $10,000 of bad debt
Skills Developed:
• Negotiation skills under stress
• Financial accounting skills (e.g. ratio analyses).

Financial Advisor

The London Print Company

Responsible for organising the daily on-line and mail marketing activities, debugging the CRM software, changing the pricing strategy, performing a cost analysis of promotional products, and designing a strategic business plan.

Marketing Intern

Founder | Consultant | Content Creator | Follow for daily posts about Process Improvement & Effective Leadership | ex-Amazon

Hi, I’m a former brand marketer who’s now an expert in process improvement.

At Amazon, I led big marketing operations projects and saw firsthand how improving processes can make a huge impact. Today, through my consulting firm, I help marketing teams grow more efficiently by using smart management methods like Kaizen.

I work with CMOs of mid-to-large companies, especially those with teams of 10 or more, to streamline workflows, improve teamwork, and get the most out of their marketing tools. By spotting inefficiencies and turning them into productive actions, I help teams achieve more with less effort.

My goal is simple: save time, cut waste, and create a culture that’s always improving. With my experience in brand marketing and process optimisation, I’m here to help you scale your marketing operations smoothly and effectively.

In short: I help marketers improve their processes by removing inefficiencies, automating tasks and eliminating wasteful activities.

Oliver Ramirez G.

People don't leave great jobs.

(keeping talent isn't rocket science)

The best leaders know:
✔️ Growth isn't a favour - it's a promise.
✔️ Respect isn't a bonus - it's the baseline.
✔️ Fair pay isn't kindness - it's smart business.

Here's a proven action plan to keep your best people:

1️⃣ Fair pay is table stakes.
→ Review comp structures twice a year. 
→Stay ahead, don't review it after people quit.

2️⃣ Respect isn't just tone.
→ Operationalise it: Set real feedback loops where
employee ideas are acted on, not just "noted."

3️⃣ Growth needs a map.
→ Make personal development plans part 
of quarterly goals, not a dusty once a year HR form.

4️⃣ Recognition beats annual awards.
→ Use: weekly wins, small shoutouts, instant feedback 

5️⃣ Career paths shouldn't be mysteries.
→ Create clear role progressions and talk about 
them often. Don't let it become a guessing game.

6️⃣ Workloads must be sustainable.
→ If high performers are overloaded, they burn out.
→ Build capacity plans, not just headcount reports.

7️⃣ Trust is built in the small things.
→ Let people own their projects. 
→ Kill the "approval bottleneck" culture.

8️⃣ Transparency is oxygen.
→ Share the "why," not just the "what" of your decisions.
→ People commit when they understand the context.

9️⃣ Feedback isn’t a grenade.
→ Train your managers to coach, not criticise. 
→ Invest in real leadership development 

Listen, respect, grow.
It’s smart leadership.

Stay ahead. 
Build companies people don’t want to leave.

💭 What's your favourite retention tip?

- - - 
♻️ Repost to help your network.
➕ Oliver Ramirez G. for leadership & process improvement tips.

Founder | Workflow Automation | Follow for daily posts about Process Improvement & Effective Leadership | ex-Amazon

If you take care of your employees,
they'll take care of your business. 

Keeping employees happy is not rocket science.
Provide training, motivation, and opportunities.

Here are 5 ways to take care of your people:

1/ Training is a smart investment
 ↳ Firms that train generate 3x more rev. per employee
 ↳ Stagnant teams lead to stagnant business.

💡 Make development a KPI, not a 'nice to have'.

2/ A good culture retains employees
 ↳ 62% of employees leave due to bad culture.
 ↳ Money attracts, but culture retains.

💡 Build a mission-driven, psychologically safe space.

3/ Accountability empowers employees
 ↳ Ownership fuels retention by 97%.
 ↳ People stay where they feel responsible.

💡 Give autonomy, allow mistakes.

4/ Showing empathy isn’t soft, it’s a superpower
 ↳ Employees with empathetic leaders are more loyal.
 ↳ People often don’t just quit jobs, they quit bad bosses.

💡 Listen, pulse check through direct/indirect channels.

5/ Well-being isn’t a perk. It boosts productivity.
 ↳ Burned-out employees cost millions in lost output.
 ↳ Happy teams outperform unhappy ones by 20%.

💡 Balance workloads, don't overwhelm your best talent.

Remember to take care of your team, 
and they’ll take care of your business.

💭 Which point resonated most with you? 

- - -

♻️ Repost to help your network.
➕ Oliver Ramirez G. for leadership & process improvement tips.


Sources: ATD Research, Charity Job Finder, Gallup, EY Empathy in Business Survey, University of Warwick.

Leaders who punish mistakes also punish progress.

(here’s what most leaders miss)

When leaders obsess over avoiding mistakes, 
they unknowingly block innovation.

Here’s what happens when “no mistakes allowed” becomes the culture:

❌ 𝗘𝘅𝗽𝗲𝗿𝗶𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 𝗱𝗶𝗲𝘀
↳ Teams stop taking risks.
➞ Innovation shrinks to safe, incremental tweaks.

❌ 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝘀𝗹𝗼𝘄𝘀 𝗱𝗼𝘄𝗻
↳ Fear of failure keeps people quiet.
➞ The best ideas never see the light of day.

❌ 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 𝘀𝗹𝗶𝗽 𝗮𝘄𝗮𝘆
↳ While you’re busy avoiding errors, competitors are busy learning.
➞ They adapt faster and win faster.

❌ 𝗣𝗲𝗼𝗽𝗹𝗲 𝗱𝗶𝘀𝗲𝗻𝗴𝗮𝗴𝗲
↳ High performers won’t stay in a punishment place.
➞ You end up with compliance, not creativity.

The truth is simple:

✅ Mistakes can be fixed.
❌ Missed opportunities can’t.

Just ask Blockbuster, Kodak, or Nokia. 
Playing it safe was their biggest mistake.

💭 Has fear of mistakes ever hold you back?

- - -

♻️ Repost to help other leaders.
➕ Oliver Ramirez G. for leadership & process improvement.

When people make mistakes, 
the last thing they need is more discipline.

How you react as a leader matters. 

If you create a culture of blame, people will:

❌ Avoid taking risks.
❌ Hide errors until they become crises.
❌ Point fingers at others instead of owning up.

Here are 6 ways to build a culture of owning mistakes:

1️⃣ Embrace vulnerability
 ↳ Leaders should openly admit their mistakes.
 → Sends the message: “It’s okay to speak up.”

2️⃣ Build psychological safety
 ↳ People need to feel safe to disclose errors.
 → Builds trust and reduces fear of repercussions.

3️⃣ Learn from mistakes
 ↳ After any issue, focus on learning not blaming.
 → Run post-mortems to prevent issues from recurring.

4️⃣ Share “failure stories”
 ↳ Share team mistakes and solutions in meetings.
 → Normalises vulnerability & continuous improvement.

5️⃣ Offer training and resources
 ↳ Provide tools or training to prevent mistakes.
 → Employees need to build skills to succeed.

6️⃣ Recognise and reward honesty
 ↳ Publicly acknowledge those who speak up.
 → Reinforces that transparency is valued.


Your team works best when they feel safe to admit errors.

You can start by listening without judgment. 

💬 Which of tip do you think is most effective?

- - -

♻️ Repost to help your network.
➕ Oliver Ramirez G. for effective leadership & process improvement tips.

Your title doesn't make you a leader.
How you impact your team does.

Here are 8 things most bosses get wrong:

1/ Focusing only on your own wins
→ True influence is measured by team success.

💡 Use weekly team meetings to highlight their wins.

2/ Focusing only on tasks
→ Tasks alone won’t unlock anyone's potential.

💡Coach someone through a new stretch project.

3/ Prioritising personal achievements 
→ Solo stars can’t scale a team.

💡Delegate visible projects to your team members.

4/ Hoarding best practices
→ Documenting & sharing accelerates team learning.

💡Host 'show & tells' about best practices.

5/ Clinging to doing it all
→ Give autonomy with boundaries.

💡Share goals & standards, provide direction.

6/ Going it alone on ideas
→ Successful execution needs team buy-in.

💡Involve people in the approach to new ideas.

7/ Jumping in to 'rescue' people
→ Accountability is built in feeling ownership.

💡Coach people through difficulties, stop jumping in.

8/ Thinking you can do it alone
→ Great ideas fail without team-driven execution.

💡 Empower teammates to own project milestones.

Remember:
The greatest legacy is the one you don’t see.

-It lives on in the careers you’ve ignited.
-It shows up in the confidence you’ve instilled.
-It endures in the leaders you’ve shaped.

💭 Which point resonated the most?

- - -

♻️ Repost to help your network.
➕ Oliver Ramirez G. for effective leadership & process improvement tips.

Working with people smarter than you
is a blessing, not a threat.

I've seen too many leaders protect their ego by
choosing "manageable" candidates over top talent.

The cost:

❌ You avoid people who might question your decisions
❌ Every major decision becomes a bottleneck through you 
❌ Innovation dies because nobody challenges your thinking

Harvard Business Journal found that bad hires 
drive 80% of employee turnover.

But when you hire up, everything scales:
✅ Smart hires spot problems before they explode
✅ They bring solutions, not just execution
✅ High-performers attract other high-performers

The fastest-growing companies are led by founders
who know their gaps and hire exceptional talent to fill them.

"Try never to be the smartest person in the room.
And if you are, find a different room."
-Michael Dell

💭 Which part resonated with you most?

---
♻️ Repost to help other leaders
➕ Oliver Ramirez G. for leadership & process improvement

85% of people believe they're over-performers.

(how your ego can kill your growth)

An unchecked ego can sabotage your growth:

1️⃣ The Feedback Filter
↳ You dismiss criticism as "they don't understand"
↳ Only hear praise, ignore improvement areas

💡Escape it by regularly asking for 360 feedback

2️⃣ The Fixed Mindset Trap
↳ Challenges threaten your "smart" identity
↳ You avoid situations where you might fail

💡A growth mindset requires you to challenge yourself 

3️⃣ The Comparison Obsession
↳ Focus shifts from learning to looking good
↳ Energy goes to protecting image, not developing skills

💡Keeping up appearances only fools yourself

4️⃣ The Knowledge Ceiling
↳ "I already know this" blocks new information
↳ You stop asking questions that reveal gaps

💡 Studies show curiosity drives career advancement

The answer is to develop a "quiet ego".

It's not about suppressing confidence,
it's right-sizing your self-perception.

Research shows that individuals with quiet egos have:
✅ More authentic relationships
✅ Higher wellbeing and life satisfaction
✅ Greater learning capacity under pressure

How to develop a quiet ego for growth:

1️⃣ The Reality Check
↳ Ask "What don't I know?" before every project
↳ Seek feedback from 3 different perspectives 

2️⃣ The Growth Challenge
↳ Choose 1 task monthly that makes you uncomfortable
↳ Document what you learned from failures

3️⃣ The Authentic Leadership
↳ Celebrate others' wins publicly
↳ Share your mistakes and lessons learned openly

The strongest leaders aren't those who never fail.
They're those who learn fastest from discomfort.

Your ego wants to protect you from feeling small.
Growth requires embracing what you don't know yet.

💭 What tip works best for you?

---
♻️ Repost to help your network embrace growth
➕ Oliver Ramirez G. for leadership & process improvement

Sources: The Quiet Ego Scale (2015), Growing a growth mindset (2020).

Smart leaders focus on this one thing

(the secret to consistently outperform)

Most managers obsess over outcomes:
- Chasing metrics
- Racing for results
- Pushing for perfection

But focusing on results only gets you so far.

Amazon taught me that neglecting your processes
exposes your team to vulnerabilities:

- Hidden bottlenecks
- Inconsistent results
- Constant firefighting 

High-performing leaders focus on mastering 
repeated success with reliable processes.

Here's how process-focused leaders win:

1/ Diagnose - Process Audit 
↳ Map current workflows end-to-end
↳ Identify bottlenecks and pain points

💡 Quantify the problem (e.g., hours lost per year)

2/ Stabilise - Process Standardisation 
↳ Create clear, repeatable workflows
↳ Remove unnecessary variations

💡 Document the 'what' and the 'how'

3/ Accelerate - Process Optimisation 
↳ Eliminate redundant steps & waste
↳ Automate where possible

💡 Eliminate non-value adding activities

4/ Train - New Process Enablement
 ↳ Upskill teams on new systems and tools
 ↳ Provide job trainings & reference guides

💡 Regularly check the tool adoption rates

5/ Safeguard - Governance & Controls 
↳ Set clear ownership and accountability
↳ Build in quality checks

💡 Prevent issues from ever repeating

6/ Sustain - Continuous Improvement Culture 
↳ Promote experimentation like PDCA
↳ Celebrate process innovations

💡 Small wins compound into big victories

When you neglect the process, 
you'll find yourself consistently reacting.

When you focus on building good processes, 
excellence becomes inevitable.

The greatest achievements are always engineered.

💭 Which step resonated the most?

- - - 
♻️ Repost to help your network.
➕ Oliver Ramirez G. for leadership & process improvement tips.

(Credit to Ash Lamb for this amazing visual!)

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