about Bill....

- privileged to have trained and coached 2,000 talents in identifying, prioritizing and executing Lean Six Sigma projects to deliver $1B+ in business value

 - provide individual and collective  coaching in over 100 businesses to deliver measurable improvment in leadership behaviors - - -  unleashing better collaboration and performance

- provide award winning sales and sales management development to unleash topline growth 

Our work begins with simple, highly time efficient assessments.

Curious to learn more about co-creating a brighter future for your business? 

Let's connect!  bill.zeeb@infinitas.coach   ++41 79 549 6380

Bill Zeeb

Grateful today for this extra special sunrise.

The more the universe throws at is, the more gratitude supports us.

What are you grateful for today?

Please share your gratitude tips.

Measurable Individual and Collective Leadership Growth and Business Performance

ROI (Return on Investment) for coaching is often higher than on capital investments.  

And all too often, I hear of accounts where coaching value creation is not clear.  

What can you do before coaching begins to be even more certain of a clear ROI?

Investing in coaching has been the highest payback in my career. And many I have been privileged to accompany express similar reflections. And at time

Open article: Get the numbers first to avoid wasting your valuable time by Bill Zeeb • 3 min read

Get the numbers first to avoid wasting your valuable time

Hiring a coach without developing a clear plan is like playing tennis without keeping score.

Thank you Susanne for shaing this example. From the 100's of Stakeholder Centered Coaches who I have been privileged to support, your stuctured Swiss execution is exemplary.  

Let's connect soon to explore enabling even more Swiss SME's to Scale Up.  The world deserves more Swiss Leadership.

Conflict Mediator & Executive Coach for international SMEs | 16 Years of Experience with over 120 Companies | 13 Years of own Leadership Experience

“The difference between you and other coaches is that you have a plan.”

I laughed when a client told me this… then I realized how often I hear the same line.

He explained: “Many coaches care deeply and know many methods, but they don’t have a clear roadmap to take a client from A to B. They struggle to deliver measurable results.”

So what did I do differently with this client?

- I used a highly structured methodology: SCC – Stakeholder Centered Coaching, developed by Marshall Goldsmith.
It’s one of the few coaching approaches that guarantees measurable results.

- You can’t hide. You can’t escape the process.

- It exposes your weaknesses and blind spots without mercy.

- It leads and pushes you toward a great transformation.

- It’s tough—nothing for the faint-hearted. It’s for the bold ones who are ready to look into their mirror without retouching.

SCC is especially built for high performers who rise fast… and then hit a ceiling.

Honored to know Julia and experience her writing, podcasting and wonderful smile!  

She is great at getting the best from her guests.

Looking forward to Season 4!

Managing Partner | Podcast Host I Bestselling Author I Commercial Advisor I Mentor I Featured in Forbes Feb 2024

New Year, new me!  Or more accurately, new branding for my podcast 😊 

We'll be launching season 4 of People Are Everything on Jan 13th with a stellar guest list, and I literally can't wait!    

In the meantime, Happy New Year, everyone.  Thank you for all your support in 2025 for my little poddie, and in general.  I really can't believe how much love and support I receive in this wild and precious life.  

People really are EVERYTHING - in case I haven't mentioned it before 😉

Are you ready to step into your most important work? 

This model, created by Robert (Bob) J. Anderson provides the strongest insights I have found. 

Switzerland's favorite, with 50,000 of the global 684,000 leaders benefitting from this innovation originating in CH.

Are you ready to step into your most important work? 

If the time is right, DM me for a 15 minute conversation.

Founder, Chief Knowledge Officer, Leadership Circle

View Robert (Bob) J. Anderson’s profile

This video expresses the fundamental substrate of the Leadership Circle framework.

Another rich conversation, so rich  in reflection stimulation.

Thanks Julia and Doug! 

Highly recommended.

With everything that is currently going on in the world, we all need a bit of Doug Skoke in our lives.  

Doug is the founder of LFG Now, an executive search firm, and the creator of the Blue Collar Buddha -  a brand name so good that it feels like it's been around for generations.

To say this podcast impacted me is an understatement.  Doug has so much soul and tells his stories with such humour, even in the darkest of times.  And boy, has he had some.  But as he says, "you learn through what you go through", and I believe this is the source of his depth and understanding of the human condition.  

We cover grief, adoption, neurodiversity and much, much more, and I promise you, there will be moments that stop you in your tracks.  Such as when he lost his outdoorsy and free-spirited brother unexpectedly, and how this particular grief reshaped his understanding of life.  He shares a letter from his mother that became a lifelong compass, and how parenting adopted sons with profound challenges showed him the lessons of unconditional love.

As always, we discuss the five people who shaped Doug, and the list is a mix of great people - oh, and one even greater dog!  

Here's a short extract to give you a flavour of our conversation and the instant chemistry between us.  

Whatever is happening today, I strongly advise you to take a time-out and listen to the full episode to get Doug's warmth and wisdom. 

As ever, here is a helpful link, or you can just find us on YouTube or wherever you get your podcasts.  

https://lnkd.in/ecEjAZgc

Next week, we have a very special guest, Julia Bird.  I pretty much made this podcast so she would one day be on it, and next week I get to share someone whom I have admired and loved for over 30 years.  

In the meantime, enjoy Doug.  It will do you good!

Continuous Improvement & Executive Coaching. I partner with executives to build improvement cultures that grow people and deliver results.

𝗜 𝗽𝗮𝗿𝘁𝗻𝗲𝗿 𝘄𝗶𝘁𝗵 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲𝘀 𝘁𝗼 𝗯𝘂𝗶𝗹𝗱 𝗶𝗺𝗽𝗿𝗼𝘃𝗲𝗺𝗲𝗻𝘁 𝗰𝘂𝗹𝘁𝘂𝗿𝗲𝘀 𝘁𝗵𝗮𝘁 𝗴𝗿𝗼𝘄 𝗽𝗲𝗼𝗽𝗹𝗲 𝗮𝗻𝗱 𝗱𝗲𝗹𝗶𝘃𝗲𝗿 𝗿𝗲𝘀𝘂𝗹𝘁𝘀.

Most leaders want improvement results. Few are willing to build the culture it takes to create them. After 27 years at Procter & Gamble and Danaher, that’s the gap I keep seeing. It starts with the CEO going to Gemba (i.e. the "real place" where value is generated for the customer). Everything else follows.

𝗜 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵 𝗖𝗘𝗢𝘀 𝘄𝗵𝗼 𝗮𝗿𝗲 𝘄𝗶𝗹𝗹𝗶𝗻𝗴 𝘁𝗼 𝗹𝗲𝗮𝗱 𝗰𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗶𝗺𝗽𝗿𝗼𝘃𝗲𝗺𝗲𝗻𝘁 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗹𝘆.

My work blends practical continuous improvement, organisational behaviour, and real-world operational leadership.

No theory. No buzzwords. Just clarity, alignment, and systems that help teams perform better immediately.

If you don’t want to go to the gym, I can’t help you lose weight. I work with leaders who are ready to do the work themselves.

𝗦𝗶𝗴𝗻𝗮𝘁𝘂𝗿𝗲 𝗧𝗼𝗽𝗶𝗰𝘀 (for keynotes):
▶ You Either Get Better or Worse: The practical blueprint for turning continuous improvement from an initiative into a daily management system.
▶ Wash My Fur, But Don’t Make Me Wet: Why most executives want continuous improvement results without continuous improvement discipline. And why it never works.
▶ Stabilise Before You Improve: The maturity stage most teams skip. And why it costs them.
▶ Courage, Humility, Discipline: The three traits that separate leaders who build improvement cultures from those who just talk about them.

𝗪𝗵𝗮𝘁 𝘆𝗼𝘂 𝗴𝗲𝘁:
✔ Clarity on where your improvement culture actually stands (most leaders think their teams are at "improving", but are at "reactive")
✔ An approach you can apply with your team within 24 hours
✔ Stories from P&G, Danaher, and 27 years at Gemba

𝗪𝗵𝘆 𝗺𝗲:
- 27 years building improvement cultures at P&G and Danaher
- Led businesses up to $0.5B using the Danaher Business System
- Still learning. Still going to Gemba. Still being challenged by my own coaches.

Please follow me here on LinkedIn for practical insights on continuous improvement, leadership, and culture transformation.

Olaf Boettger

𝗙𝗶𝗿𝘀𝘁 𝘀𝗵𝗼𝘄 𝗺𝗲 𝘆𝗼𝘂𝗿 𝗱𝗮𝗶𝗹𝘆 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝘄𝗮𝗹𝗹 -  
𝗧𝗵𝗲𝗻 𝘄𝗲 𝗰𝗮𝗻 𝘁𝗮𝗹𝗸 𝗮𝗯𝗼𝘂𝘁 𝘆𝗼𝘂𝗿 𝗰𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗶𝗺𝗽𝗿𝗼𝘃𝗲𝗺𝗲𝗻𝘁 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆
 
I don’t ask leaders about their continuous improvement roadmap anymore.  
I ask to see the daily management wall.
Because visual management reveals in minutes what Powerpoint decks often obscure.
 
When I look at visual management like this one (photo credit: Paul Deane), here’s what I scan for:

1. Are you red or green on what actually matters? (here: Safety, Quality, Delivery, Cost, Inventory)
2. Where are you red - and why? (Pareto beats excuses)
3. Who is doing what by when to improve it? (Names. Dates. No hiding.)
 
This is why visual management is where real continuous improvement starts.

Not because it looks professional.
Because it makes reality unavoidable.
Because the best teams demonstrate ownership and commitment, not just intent
 
If everything is green, I start asking what’s not being shown.
If I can’t see problems, focus, or ownership, 
I know that continuous improvement isn’t happening yet.
 
Here’s the part most leaders find relieving:
• You don’t need a transformation program to start improving.
• You need visual management that tells the truth.
 
𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗵𝗲 𝗳𝗮𝘀𝘁𝗲𝘀𝘁 𝘄𝗮𝘆 𝘁𝗼 𝘂𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱 𝗵𝗼𝘄 𝗴𝗼𝗼𝗱 𝘆𝗼𝘂𝗿 𝗰𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗶𝗺𝗽𝗿𝗼𝘃𝗲𝗺𝗲𝗻𝘁 𝗿𝗲𝗮𝗹𝗹𝘆 𝗶𝘀… 𝗶𝘀 𝘁𝗼 𝗹𝗼𝗼𝗸 𝗮𝘁 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂’𝘃𝗲 𝗺𝗮𝗱𝗲 𝘃𝗶𝘀𝗶𝗯𝗹𝗲.


📌 Want to 𝗹𝗲𝗮𝗿𝗻 𝗺𝗼𝗿𝗲 𝗮𝗯𝗼𝘂𝘁 𝗰𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗶𝗺𝗽𝗿𝗼𝘃𝗲𝗺𝗲𝗻𝘁?
Sign up for my newsletter: https://lnkd.in/d3Zmay-H
I partner with executives to build improvement cultures that grow people and deliver results.

Visual and daily management wall describing performance on Safety - Quality - Delivery - Cost - Inventory. 

"𝗥𝗲𝗱" 𝗶𝘀 𝗶𝗻𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻.  
𝗠𝗮𝗻𝘆 𝗼𝗿𝗴𝗮𝗻𝗶𝘀𝗮𝘁𝗶𝗼𝗻𝘀 𝘁𝗿𝗲𝗮𝘁 𝗶𝘁 𝗹𝗶𝗸𝗲 𝗮 𝗰𝗿𝗶𝗺𝗲.
 
A metric turns red 🔴 ... 
and everyone starts managing perception instead of the problem.

Not because people don’t care. 
Because they’ve learned what honesty costs.

In many companies, red triggers justification, defensiveness, and excuses - anything but understanding. 
So people learn fast: "smooth" the numbers, delay the truth, stay quiet.
Keep the numbers green 🟢, no matter what. 

That’s far worse than having problems.
Because hidden problems don’t disappear - 
They compound.

The best leaders I've seen in my 27 years in continuous improvement (those who actually get results) do the opposite.

1. They assume problems exist and go looking for them.
2. They go to Gemba (i.e. the "real place") to understand them.
3. They thank people for bringing problems up.
 
When bad news shows up, they slow the room down instead of turning up the heat.
• No finger-pointing. 
• No panic. 
• No theatrics.

And one rule never changes for them:  
𝗧𝗵𝗲 𝗹𝗲𝗮𝗱𝗲𝗿 𝗼𝘄𝗻𝘀 𝘁𝗵𝗲 𝗽𝗿𝗼𝗯𝗹𝗲𝗺 - 𝗻𝗼 𝗺𝗮𝘁𝘁𝗲𝗿 𝘄𝗵𝗮𝘁 𝗰𝗮𝘂𝘀𝗲𝗱 𝗶𝘁.
 
Red isn’t failure. 
It’s the system talking.
 
𝗜𝗳 𝘆𝗼𝘂𝗿 𝗼𝗿𝗴𝗮𝗻𝗶𝘀𝗮𝘁𝗶𝗼𝗻 𝗳𝗲𝗮𝗿𝘀 𝗿𝗲𝗱, 𝗶𝘁 𝗶𝘀𝗻'𝘁 𝗽𝗿𝗼𝘁𝗲𝗰𝘁𝗶𝗻𝗴 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲.  
𝗜𝘁’𝘀 𝗵𝗶𝗱𝗶𝗻𝗴 𝗿𝗲𝗮𝗹𝗶𝘁𝘆.
𝗔𝗻𝗱 𝗵𝗶𝗱𝗱𝗲𝗻 𝗿𝗲𝗮𝗹𝗶𝘁𝘆 𝗶𝘀 𝗮𝗹𝘄𝗮𝘆𝘀 𝗲𝘅𝗽𝗲𝗻𝘀𝗶𝘃𝗲. 

P.S. Sergio D'Amico,'s image captures a fear culture well, don't you think?

Don't fear problems. 
Fear the culture that ignores them.

𝗬𝗼𝘂 𝗱𝗼𝗻’𝘁 𝗻𝗲𝗲𝗱 𝗯𝗲𝘁𝘁𝗲𝗿 𝗽𝗲𝗼𝗽𝗹𝗲.  
𝗬𝗼𝘂 𝗻𝗲𝗲𝗱 𝗯𝗲𝘁𝘁𝗲𝗿 𝘀𝘆𝘀𝘁𝗲𝗺𝘀.
 
Same parking garage.  
Same people.
Different outcome.
 
Yesterday, parking was chaos. Today, it's boring ... in a good sense.

No written instructions.  
No reminders.  
No enforcement.
 
The people didn’t change. The system finally spoke clearly.

Some look at the mess and blame the people.
Others look at the same mess and redesign the environment.

Some see bad behaviour and feel like victims.  
Others see unclear systems and act like designers.

Both explanations might feel right. Only one leads to improvement.

Continuous improvement isn't about more effort.
It’s about designing a better way.
 
Continuous improvement isn’t about trying harder.  It’s about designing better.
 
𝗗𝗲𝘀𝗶𝗴𝗻 𝗯𝗲𝗮𝘁𝘀 𝗱𝗶𝘀𝗰𝗶𝗽𝗹𝗶𝗻𝗲. 𝗘𝘃𝗲𝗿𝘆 𝘁𝗶𝗺𝗲.


++
👉 𝗟𝗼𝗼𝗸𝗶𝗻𝗴 𝗳𝗼𝗿 𝘄𝗮𝘆𝘀 𝘁𝗼 𝗶𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁 𝘁𝗵𝗶𝘀 𝘁𝗼𝗱𝗮𝘆?

1. 𝗥𝗲𝗽𝗹𝗮𝗰𝗲 𝗼𝗻𝗲 𝗿𝘂𝗹𝗲 𝘄𝗶𝘁𝗵 𝗮 𝘃𝗶𝘀𝘂𝗮𝗹 𝗰𝘂𝗲. 
   Pick one behavior you currently remind people about and ask:
   “What could make the right action obvious without a word?”
2.  𝗢𝗯𝘀𝗲𝗿𝘃𝗲 𝗳𝗿𝗶𝗰𝘁𝗶𝗼𝗻, 𝗻𝗼𝘁 𝗽𝗲𝗼𝗽𝗹𝗲
   Spend 10 minutes watching where people hesitate, improvise, or work around the process.
   Ask: “Where is the system unclear or silent?”
3. 𝗠𝗮𝗸𝗲 𝘁𝗵𝗲 𝘀𝗺𝗮𝗹𝗹𝗲𝘀𝘁 𝗶𝗿𝗿𝗲𝘃𝗲𝗿𝘀𝗶𝗯𝗹𝗲 𝗰𝗵𝗮𝗻𝗴𝗲
   Change something that can’t be ignored

+++
📌 Want to 𝗹𝗲𝗮𝗿𝗻 𝗺𝗼𝗿𝗲 𝗮𝗯𝗼𝘂𝘁 𝗰𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗶𝗺𝗽𝗿𝗼𝘃𝗲𝗺𝗲𝗻𝘁?
Sign up for my newsletter: https://lnkd.in/d3Zmay-H
Practical insights for you based on 27 years in Procter & Gamble and Danaher.

Source: Florian Palatini Oktay Ilgoy

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