Powering Gemba Walks with Artificial Intelligence | Follow for posts on Continuous Improvement and Innovation

Hi - I'm Ivan, an industrial engineer with 7+ years of experience in Operations Management and Kaizen.

I serve two main groups of people:

1. Executives tired of broken processes burning money - I show them how to fix it and recapture 15-30% in Muda

2. Founders in Continuous Improvement who know their stuff but can't crack LinkedIn - I show them how to turn it into a legit revenue channel

(send me a direct message for more info)

I started writing on LinkedIn in October 2023. Since then, I have been sharing actionable, educational, and entertaining content to support LinkedIn community members in their Kaizen journey. It helped me grow my audience from 9,000 to 100,000 followers in 2024.

I have been posting around:

	• Continuous Improvement
	• Lean Manufacturing
	• Growth Mindset
	• Innovation

Including insights on 5S, Value Stream Mapping, Leadership, Industry 4.0, and Problem Solving. 

Now I'm building Gemba Walk AI to make every Gemba Walk part of a learning system, where collective insights drive faster, better decisions than any single expert could achieve.

For free weekly tips, subscribe to The Kaizen Geek newsletter.

Ivan Carillo

You've got the organizational pyramid upside down.
 
Most organizations look like this:
 
-CEO 
-VPs
-Managers 
-Supervisors
-Frontline Workers
 
But successful Kaizen companies flip it:
 
+Frontline Workers
+Supervisors
+Managers
+VPs
+CEO
 
Why does this matter?
 
Traditional Thinking:
"Management knows best"
 
Kaizen Thinking:
"Those doing the work know best"
 
In the flipped pyramid:
 
+Decisions flow UP from the Gemba
+Leadership serves those who serve customers
+Managers become obstacle removers, not order givers

Powering Gemba Walks with Artificial Intelligence

If your processes are broken, stop blaming people.

(do this instead)

To solve a problem, 
you must first become aware of it.

Here's yours: your standardization sucks.

Taiichi Ohno once said:
"Without standards, there can be no Kaizen."

Yet most "standards" are..

→ 47-page documents nobody reads
→ Outdated procedures from 2019
→ Tribal knowledge in someone's head

Standardization is something different.

I learned this watching a subway crew in Asia last year:

→ 9 minutes to clean an entire train.
→ 50+ people doing it identically.
→ Zero supervision needed.

Their secret?

Visual standards everywhere.

→ Floor marks for equipment placement
→ Colour codes for cleaning sequences
→ Shadow boards for every tool

Not robots.
Empowered humans with solid methods.

When problems occur, they ask:

"How did the standard fail?"
Not "Who failed?"

P.S. Can a new employee follow your standards on day one?

If not, you don't have standards.

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Founder

Advisor

Writer

Amazon

Junior Research Assistant

Powering Gemba Walks with Artificial Intelligence  | Follow for posts on Continuous Improvement and Innovation

English

Italian

Don't overcomplicate things.
Choose Wisely.
Build Simple.
Think Lean.

Kaizen vs. Innovation 

Both are essential, but they serve different purposes. 

Kaizen:  

+Incremental improvement  
+Low risk  
+High involvement  
+Low investment  
+Immediate results  
+Continuous process 

Innovation:  

+Breakthrough change  
+Higher risk  
+Specialized teams  
+Larger investment  
+Delayed results  
+Periodic events 

Best companies don't choose between them. 

They use Kaizen to optimize current operations  
and Innovation to create new value. 

Kaizen builds the foundation that makes Innovation possible. 
Innovation creates the leap that Kaizen then refines. 

Together, they form a powerful system for sustainable growth.

Never invent rules from the Ivory Tower. 

Go to the Gemba instead.

When British colonizers faced a cobra problem in Delhi, they had a 'brilliant' idea: 

Pay people for every dead cobra.

It worked. At first.

Then someone realized: 
Why hunt cobras when you can farm them?

Cobra farms sprouted up. 
The government stopped the bounty. 

The farmers released their snakes. 
Delhi ended up with MORE cobras than before.

This is the Cobra Effect. And it happens in your plant too.

You create a metric. 
Your team hits the target. 
The real problem gets worse.

Why? 

People game bad metrics instead of solving problems.

I've seen it hundreds of times on the Gemba:

-operators hiding defects to hit quality targets
-teams rushing through audits to meet completion rates
-supervisors closing tickets without fixing root causes

PS: What's the worst metric gaming you've seen?

Do you wanna start your Continuous Improvement journey?

Learn to see the 3M's of Lean.

Most leaders can't see waste.
Because they don't know the 3M's:

The 3M's of Lean refer to  

+Muda
+Mura
+Muri

Three Japanese terms used in the Toyota Production System (TPS).

These concepts are key to identifying why your processes are broken:

1/ Muda → Waste

What customers won't pay for.

Muda can be further classified into:

→ Type I: Muda which cannot be eliminated immediately
→ Type II: Muda which can be eliminated quickly through Kaizen

Example: 

I watched a nurse walk 2.7 miles per shift.
Not caring for patients. Just fetching supplies.

That's Muda.

***
2/ Mura → Unevenness

Mura can be seen as variation in quality, cost, or delivery.

It often leads to Muri and Muda.

Example:

Monday: Skeleton crew drowning
Friday: Full staff standing idle

Creating both overtime costs AND wasted wages.
That's Mura.

***
3/ Muri → Overburden

Unreasonable stress or burden placed 
on workers and processes.

Muri often results in safety and quality issues.

Example:

Expecting 60 minutes of work
in 45-minute windows.

Guaranteeing mistakes and burnout.
That's Muri.

P.S. Which M is killing your operation?

Look closer. It's all three.

Companies waste millions on complex automation while ignoring 5S. 

(which could solve 80% of their efficiency problems) 

This doesn't mean automation is wrong. 
But it should build upon, not replace, solid 5S basics. 

5S is a systematic method for workplace organization. 
It uses 5 principles starting with 'S':  

1/ SEIRI (Sort) 
 ↳ Remove unnecessary items 
 ↳ Keep only what's needed 
 ↳ Eliminate clutter 

2/ SEITON (Set in Order) 
 ↳ Organize remaining items 
 ↳ "A place for everything" 
 ↳ Label and mark locations 

3/ SEISO (Shine) 
 ↳ Clean thoroughly 
 ↳ Regular maintenance 
 ↳ Inspect while cleaning 

4/ SEIKETSU (Standardize) 
 ↳ Create consistent procedures 
 ↳ Document best practices 
 ↳ Visual management 

5/ SHITSUKE (Sustain) 
 ↳ Maintain the system 
 ↳ Regular audits 
 ↳ Make it habitual 

Most teams stop at Shine.

Clean up. Celebrate. Move on.

But without standards, there's no way to maintain it. 
Without discipline, it's just another "program."

Programs come and go. 
5S should be daily practice.

Most people are standing in the wrong line.

Look at this image ↓

Where do you stand when change hits?

Five doors. 
Five lines.
Five responses to change.

Two are packed: resist and complain. 
These lines never get shorter.

Acceptance? A few people. 
Advocacy? Even fewer.
Leadership? Nearly empty.

This is about human nature.

We gather where it feels safe.
But impact lives in the empty lines.

Fast, Cheap, Good - Pick two.

(trade-offs are inevitable)

"We need it fast, under budget, and perfect."

Everyone knows it's impossible. Nobody says it.

Three months later: 

The project is late, over budget, or broken.

You can't have everything.

The worst project managers? 

They promise all three. 
Then they blame the team when it doesn't work.

The most common tendency? Falling into the blame trap. But Deming proved this decades ago:


85% of performance problems come from broken systems and processes. Only 15% stem from workers themselves.

Yet when something goes wrong, we immediately ask: "Who messed up?" Wrong question.

The right question: "What in our process allowed this to happen?"

When you blame people for system failures, you fix nothing. You destroy morale and ensure the same problem happens again.

Your people want to do good work. Give them a process that makes it possible.

PS. Gemba Walks make processes visible. 

I wrote Gemba Moonwalker, a 55-page ebook that can help you build your Kaizen culture (one walk at a time).

Download it here, it's free: https://lnkd.in/dj8wmpQS

Data already shows what is about to break, but you are too distracted to look elsewhere (and that's why same problems keep coming back)

Credit to Oleksandr Khimiak (give him a follow)

Problems keep coming back because your team members ignore what the data is already showing them.

Your machines send five signals before problems escalate:

1/ Sequence deviations

The cycle completes, but the order or timing shifts. This is your earliest warning of instability.

2/ Rising servo power draw

Load increases slowly. No alarm trips. Then suddenly you're firefighting.

3/ Micro-stops

60 seconds here, 30 seconds there. Over a shift, you've lost hours in performance loss.

4/ Parameters drifting inside tolerance

Everything stays "in spec." But quality gradually drops, or throughput falls.

5/ Manual interventions

Every workaround leaves a fingerprint in your process, even when operators don't write it down.

This data exists in your systems right now. But teams stay in reactive mode. 

They lack tools to turn signals into insights. So they rely on opinions in root-cause meetings. 

PS. What signals is your team missing?

47 times I walked past it. Third week at the plant. Same operator, same station same routine. Everything looked "normal." Then my mentor asked:


"What do you see?"

"An operator doing his job well."

He smiled. "Count the steps."

That's when it hit me:

Worker picking up part → 3 steps
Getting tool → 7 steps
Processing part → 0 steps (machine does the work)
Returning tool → 7 steps
Placing finished part → 5 steps

22 steps total. 
Only 1 activity added value.

So, obviously, this layout sucks.

PS. What waste are you walking past every day?

Everyone wants to jump straight to solutions. But you can't improve what you don't understand. Before building your continuous improvement culture, answer this:


Where exactly are you now?

Rate your organization (0-10) on:

→ "We" vs "Me" mindset
→ Accountability vs Blame
→ Continuous Learning vs Know-It-All
→ Standardization vs Chaos
→ Prevention vs Fire-Fighting
→ Data-Driven vs Gut-Feel

The gaps you find are your roadmap.

Think about this morning. How much time did you spend searching for your phone, a file, or a tool? That's Muda.

Looking for things adds no value. It wastes skills and creative potential. Every minute searching creates frustration and dissatisfaction.

Now multiply one person's search time by the number of people who search and how often they search. By every day of the year.

That's the real cost of disorganization.
Every minute searching: 
→ Adds zero value 
→ Wastes talent 
→ Creates frustration

And it's costing you more than you think.

Disorganization costs you money, talent, and opportunity every single day. Your team wastes hours that could solve real problems instead.

PS. What did you spend 10 minutes looking for today?

PLEASE
 
Stop providing vague or no feedback. 
 
That's hurting your team.

Image credit to Edoardo Pallaro (give him a follow)
 
Yeah, ‘you need to improve’ or ‘Great job’ isn't enough.
It never actually was.
 
According to Zippia, 72% of people find their work
more satisfying if their company have a feedback culture. 
 
What’s the difference?
 
Vague:
 
"You need to be more creative with your proposal."
 
Actionable Feedback:
 
"Try adding diagrams in your proposal. It will add more appeal."
 
Here are 5 ways you can give actionable feedback:
 
1/ Be Specific. And Clear
 
 ↳ Avoid vague statements 
 ↳ Use clear, and objective language 
 ↳ Clearly outline the actionable steps
 
2/ Focus on Behaviours
 
 ↳ Use non-judgemental language to make your point
 ↳ Separate the individual from the action
 
3/ Offer a Path Forward
 
↳ Encourage them to develop a growth mindset 
↳ Rather than being stuck on wrong, give them a way to move forward 
 
4/ Create a Safe Space
 
↳ Be transparent. And talk openly
↳ Demand the same from them 
 
5/ Keep It Regular
 
↳ Integrate actionable feedback into your people management style
↳ Schedule 1:1 meetings to address key concerns.
  
P.S: What’s your approach to feedback?

Transformation, Performance & Visual Enthusiast | Consultant & Lecturer

Innovation isn't a way to justify your salary. Listen to your customers. Identify their real pain points. Then solve their problems. Here's how:
  

Start with what your customers actually need. Don't innovate for the sake of novelty. Turn customer input into innovation instead. 

Here are the main steps I suggest you follow:

Listen first → Talk to customers before building anything new.

Solve real problems → Focus on what's broken or missing. 

Use what work → Don't rebuild from scratch when proven solutions exist.

Hire expertise → Bring in people who've already solved similar problems.

Innovation is about making things work better for the people who use them.

PS. You have another way besides Innovation to improve:

Kaizen →  Small improvements through ongoing human effort, teamwork, and training.

If you like Kaizen, you'll enjoy my weekly newsletter.

Join here: ivancarillo.com

KISS emphasizes simplicity over complexity. Here is the core idea: 


Simpler solutions are more robust, easier to understand, and less prone to errors.

Simplicity should be your key design goal. This means prioritizing essential features and avoiding over-engineering.

Use KISS in problem-solving, software engineering, product design, and beyond. 

Remember:

Straightforward approaches consistently outperform complex ones.

You can order sushi by menu
 
Or you can say “I trust you”.
 
Credit to Marco Zima Simonella (give him a follow)
 
Original post below:
 
My family loves sushi.
Even my kids scream “sushiii” every Friday.
It’s our little tradition.
 
This week we shifted it to yesterday.
You can skip a Friday.
But not a full week.
 
Especially after we spent the Christmas week in Sicily without sushi!
 
We ordered delivery and I picked the different sushi types for the whole family.
 
And it made me think of omakase.
The classic Japanese way to eat sushi.
 
It politely says:
I trust you.
 
That trust is not just handed out.
Sushi chefs spend 10s of years mastering the skills and earning it.
 
Promotions work the same way.
You can get the title but trust comes later.
You earn it by mastering the skills of leadership.
 
Until people can finally say:
I trust you.

Turning product managers into leaders in conflict and ambiguity | Global Product Leader

The future belongs to community builders who understand that value comes from real connections between people. Here are the communities I will be part of in 2026:
 

We're heading toward a world flooded with low-quality AI content. As more people spend time with synthetic chat that feels human (but isn't quite), the ability to be in a virtual space and in real life with other human beings is only getting more valuable. Especially people who are on the same path.
 
With every new person who joins a community of people on the same path, new stories emerge. Things they've tried, things they've done that could be incredibly valuable to you. That is only possible when human beings come together with human beings.
 
These are the communities I am betting on to strengthen my new identity in 2026:
 
Nomads.com → I travel a lot since I left my corporate career. I realised that I like to travel slowly so that I can establish new habits where I am and make local friends. They call it slowmading. Pieter Levels' community is interesting. The guy has a way of looking at life that I like, so I hope to find more people here who vibe the way I do.
 
Modern Maker → My friend Jacob Pegs excudes incredible energy, and the people who interact with him know it.  I have been part of his community for over a year now, but not very actively in 2025. When I went back to read their conversations, I was really impressed. I will be more present this year (https://lnkd.in/dDdTUa7Y)
 
MicroConf Connect → Rob Walling books are the best I have found on the subject of bootstrapped SaaS. It feels natural to me to become part of his community. I haven't signed up yet, but I'm sure I'll find some good vibes there.
 
Kaizen Community → I plan to build my community in 2026. I want to give leaders who are building a Kaizen culture the opportunity to share their experiences. I haven't set anything up yet, but you can express your interest in joining here: https://tally.so/r/VLGV5E
 
PS. You can still stand out with content, but you'll by being more human.

Kevin Kelly, founding executive editor of Wired magazine, distilled decades of wisdom into his book 'Excellent Advice for Living'. Here are my favourite pieces of advice from him:
 
1/ Prototype your life. Try stuff instead of making grand plans.
 
I walked away from my corporate life with no backup plan. I don't have all the answers to move forward, and that's ok. I am letting curiosity guide me. Every day, I do more of what I love and less of what drains me. Action beats planning. Start before you're ready. Build something real, even if it's messy. 
 
2/ Don't measure your life with someone else's ruler.
 
When I joined Amazon, I told myself: "senior manager in 7 years." I worked harder than anyone around me to hit that target. For a while, it worked. Then I realized I was following someone else's playbook. Your definition of success is the only one that matters. Stop comparing yourself to others. What brings them joy might bore you to tears. 
 
3/ A major part of travel is to leave stuff behind. The more you leave behind the further you will advance.
 
I'm minimalist, but I still struggle to let go—especially of relationships that no longer serve me. It's painful but necessary. Leave room in your bag for what you'll discover. The lighter you travel, the faster you move.
 
4/ Gratitude will unlock all other virtues and is something you can get better at.

I'll explore the science of gratitude ore in 2026, as I don't practise it enough. Most people practice gratitude wrong. Listing what you're grateful for produces weak results. The real power comes from receiving gratitude or witnessing others receive genuine thanks. Find one meaningful story where gratitude was genuinely given and received, then revisit it for 1-5 minutes regularly.
 
5/ Perhaps the most counterintuitive truth of the universe is that the more you give to others the more you’ll get. Understanding this is the beginning of wisdom.
 
I firmly believe in this. And I've experienced it directly on here. Sharing Kaizen tips created opportunities I couldn't have engineered through a conventional path. Reciprocity and contribution create returns, but often in unexpected forms and on longer timelines than pure transactions.

Dan Martell

From jail cell to scaling multiple 8-figure businesses - my journey wasn't supposed to work out this way.

At 17, I found myself in adult jail facing serious charges. Most people's stories like mine don't end well. But that rock bottom became my foundation.

I taught myself to code, built and sold 3 tech companies, and invested in over 60 startups including Intercom, Udemy, and Unbounce. Yet my biggest success wasn't financial - it was discovering that the right guidance at the right time changes everything.

That's why I created Martell Media.

I've watched too many brilliant founders struggle with the same challenges:
• Working 80+ hours while growth flatlines
• Building a business that owns them instead of serves them
• Sacrificing health and relationships for a dream that keeps moving further away

Sound familiar?

Since 2016, I've dedicated my life to helping founders scale their companies while buying back their time. My coaching has helped clients grow from 7 to 8 figures, implement systems that let them work 20+ fewer hours weekly, and build businesses that serve their lives - not consume them.

My book "Buy Back Your Time" became a Wall Street Journal bestseller and #1 business book on Amazon because it addresses the fundamental challenge all entrepreneurs face: how to create freedom through your business, not despite it.

If you're ready to scale your company while reclaiming your life, let's connect. The entrepreneurial journey is challenging enough - you don't have to figure it out alone.

🔗 Join 200,000+ entrepreneurs receiving my weekly insights: https://bit.ly/3VMkoGD

Founder & CEO

We Help Ambitious B2B SaaS Founders Achieve their Perfect Exit™

The fastest way to kill your career? Working for the wrong person.

Doesn't matter how good the company is. How impressive the title. How competitive the salary.

If your boss isn't making you better, you're getting worse.

A bad boss makes you question if you're good enough.

A good boss makes you realize how much further you can go.

One makes you desperate to leave. The other makes you dangerous to lose.

If you have a great leader right now, stay longer than you planned.

If you don't, leave faster than you think you should.

Choose the person who makes you better, not the title that "looks" better.

-DM

📘 Bestselling Author (Buy Back Your Time) 🚀 Building AI startups @Martell Ventures ⚙️ 3x Software Exits • $100M+ HoldCo 💬 DM "COACH" if you're looking to scale

I know it's hard. Watching people celebrate wins while you're still grinding in silence. Seeing someone get the recognition you've been working toward.

But bitterness doesn't speed up your timeline. It just makes the wait miserable.

Here's what I've learned: The people who make it aren't the ones who resent everyone ahead of them. They're the ones who study them. Learn from them. Celebrate them.

Because your turn is coming. And when it does, you'll want people clapping for you too.

Support costs you nothing. And it says more about you than it does about them.

Keep building. Keep clapping. Your moment is closer than you think.

-DM

--

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I'm 46 years old and know more ChatGPT prompts than most 20-year olds.

Not because I'm technical. Because I refuse to waste time on tasks AI can do better.

Here are the 6 prompts that save me 20+ hours every week:


Prompt 1: Mind Mapping Complex Topics

Use this when you're trying to understand something new or break down a complex problem.

I use this for market research, competitive analysis, even understanding new industries before investing.


Prompt 2: Explain Like I'm 10

The best test of understanding is whether you can explain it simply.

Perfect for presentations, teaching your team, or testing if you actually understand what you're talking about.


Prompt 3: Mental Resilience Builder

Every plateau requires a mindset shift to break through.

I use this whenever I'm stuck, avoiding something hard, or feeling resistance.


Prompt 4: Reverse Engineering Concepts

Stop starting from scratch. Work backwards from the result you want.

Game-changer for understanding business models, strategies, or how competitors are winning.


Prompt 5: Learn Anything From An Expert

Compress years of learning into hours.

Perfect for entering new industries or learning concepts fast.


Prompt 6: Memory & Retention Optimizer

Reading something once doesn't mean you've learned it.

This transforms passive consumption into active retention.


Here's the pattern:

Every effective prompt has 4 parts:

1. Context (what you're trying to achieve)
2. Role (who AI should become)
3. Command (what you want them to do)
4. Format (how you want the output)


Why this matters:

I'm competing against people half my age with twice the energy. The only way I win is by having better leverage.

These 6 prompts let me learn faster, think clearer, and execute better than I could on my own. And they can help you do the same.

-DM

P.S. Want my complete AI implementation system (master prompts, custom instructions, and the 7 system prompts that save me 15+ hours per week)? MESSAGE me "AI" and I'll send you the full guide that shows you how to get AI doing 92% of your work. My gift to you 👊

6 Prompts You Need in Your Life Today

The person you will be in 6 months depends largely on: 

- The books you read
- The people you spend time with
- The food you eat
- The habits you adopt 
- The conversations you engage in today.

Each choice is a step toward the future you. Live with intent.

-DM

--

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Protect your people or lose your people. It's that simple.

Real leadership shows up when the pressure builds and everyone's looking for someone to blame.

Here's how great leaders actually protect their teams:

From Office Drama
Bad leaders: "You need to navigate the politics if you want to get ahead here."
Good leaders: "Focus on your work. I'll handle the politics and drama."

From Busy Work
Bad leaders: "Corporate wants these reports, so you need to fill them out."
Good leaders: "This is pointless busy work. I'll handle it so you can focus on what matters."

From Micromanagement
Bad leaders: Pass down every controlling demand from above.
Good leaders: "My boss wants daily check-ins, but I trust you. I'll handle the reporting."

From Pointless Meetings
Bad leaders: "Everyone needs to attend the all-hands, no exceptions."
Good leaders: "This meeting doesn't apply to you. Keep working, I'll brief you on anything important."

From Burnout
Bad leaders: "Everyone's working late, why aren't you?"
Good leaders: "If you're working nights and weekends regularly, we have a process problem I need to solve."

From Blame Culture
Bad leaders: "Why did this happen? Someone screwed up."
Good leaders: "This happened. Here's how we fix it and prevent it next time."

The best leaders I know aren't popular with their bosses. They're popular with their teams.

Because they choose their people over their politics.

What kind of leader are you?

-DM

I used to answer emails at midnight.

Approve every invoice. 
Jump on every sales call. 
Touch every part of my business.

I thought that's what being a CEO meant.

Turns out, I was just building an exhausting job for myself.

The truth most founders won't admit: Your business is capped at the speed of your delegation.

You can't scale past your ability to let go.

I spent years stuck at the same revenue ceiling until I figured out the framework that changed everything.

I call it The Buyback Loop - and it's how I went from working 80 hour weeks to buying back 20+ hours while actually growing faster.

Here's how it works:


Step #1: AUDIT
Track everything you do for 2 weeks. Set a timer for every 15 minutes and write down what you're doing.

Yes, even scrolling on LinkedIn. Especially that.

Highlight in green what gives you energy. Red for what zaps your energy.

Then rate each task by how much it would cost you to hire someone else to do it: $ to $$$$ signs.

Here’s the unlock: Calculate your Buyback Rate.

Take last year's income ÷ 2,000 hours worked ÷ 4 = Your buyback rate.

If you made $100K, that's $12.50/hour.

Any task that costs less than that to outsource? Get it off your plate.

There are people in other parts of the world who'll do admin, research, and email management for a fraction of it.

You just need to get comfortable letting go.


Step #2: TRANSFER
Here's the part that trips everyone up.

Use the Camcorder Method: Record yourself doing the work. Share your screen. Talk out loud.

Let your new hire watch the videos and CREATE the document themselves.

This does two things:

- You get to see if they actually got it
- You don't waste hours writing training documents

Then, use the 10-80-10 rule:
10% = Ideate together
80% = Let them execute
10% = Integrate your magic

This way, you become the editor, not the author.


Step #3: FILL
This is where most people mess it up.

They buy back their time... then waste it watching Netflix or hanging out.

You’re supposed to find leverage in your time. 

Ask yourself these three things: 

1. What’re the habits that I need to stop or add to get me to the new level? 
2. What’re the worldviews I have that might be holding me back? 
3. How does a ‘successful’ person, by my definition, act? 

Fill your calendar back up with what you need to do to get to the next level, so that you don’t start sliding back to your old habits. 

Here's the reality: If you don't value your time, nobody else will.

And the people who don't value their time will go out of their way to waste yours.

I've used this exact framework to buy back hundreds of hours while scaling multiple 8-figure businesses.

Now I want to hand it to you.

-DM

P.S. Want the complete workbook with the audit template, transfer plan, and the 6 phases I personally go through to scale any business? MESSAGE me "WORKBOOK" and I'll send it to you at no cost 👊

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