Your success, my mission | 3x founder & CEO | Former CIO $4B company | DEIB ally | Sharing 24 years of hard-earned leadership & self-mastery wisdom

My purpose is to inspire and empower individuals to unleash their potential and create a positive impact in the world.

I believe success is a byproduct of helping others, and the best leaders create other leaders.

When you:
set a clear vision,
lead by example, and
empower your people,
they give you their best
and you all win together.

🔭 Former Corporate Exec | 🌱 Entrepreneur | 💡 Founder | 📚 Lifelong Learner

After 22 years of corporate life and reaching the pinnacle, I stepped off the high-wire to begin a new chapter.

Trading the executive suite of a $4B global powerhouse for the excitement of entrepreneurship, I'm now spreading knowledge, innovation, and transformation.

Through 5 major career transitions, I evolved from a VP of Marketing & Sales to Division President, and ultimately, CIO.

But behind every business transaction, there's a face. I firmly believe that people are the heart and soul of any endeavor. I owe my success to the great teams I've been a part of and the wise mentors who guided me. My advice for aspiring leaders:

Be bold.
Be curious.
Be authentic.
Be respectful.
Be transparent.
Be growth-minded.
And success will follow.

Today, as an entrepreneur, I've swapped corporate structure for startup passion, partnering with my wife as co-owners of a holding company, founding multiple business ventures, crafting 3 new brands, consulting growing companies, and extending my love of mentoring into coaching.

In between, you’ll find me nurturing my four personal passions: learning, writing, traveling, and gardening. They keep me rooted and help me grow. After all, isn't life one big, beautiful garden? Here’s to growing together! 🌱

Justin Wright

I've seen "leaders" throw their team under the bus.

In front of coworkers.
In front of clients.
Without hesitation.

It made me realize something powerful:

If you don't defend your people,
you don't belong in leadership.

Period.

True leaders know:

➟ Your team's success is your success
➟ Their growth and achievements are your legacy
➟ Their trust is what makes you a leader, not your title

What does it mean to defend your team?

It's not about making excuses
or lowering your standards.

It's about:

✅ Fighting for their growth
✅ Protecting them from burnout
✅ Shielding them from toxic politics
✅ Offering support without micromanaging
✅ Being their voice when they're not in the room

The best leader I ever had taught me this.

When our team made mistakes, she'd say:
"That's on me. We'll fix it."

When we succeeded?
"My team did all the work. I just cleared the path."

She held us to high standards.
Gave tough feedback when needed.
But always had our backs.

Know what happened?

We gave everything for that team.
Grew faster than ever.
Achieved things we never thought possible.

Because we knew she'd be there.
Supporting. Defending. Believing.

Remember:

Anyone can manage tasks.
Real leaders develop people.
And you can't develop what you don't defend.

So choose wisely.
Your team is watching.
And they'll never forget.

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Your success, my mission | People-first leadership + Emotional intelligence + Self-mastery | CEO @ Polished Carbon | Former CIO $4B company | DEIB ally

Most people think they’re great listeners.
But they’re stuck at level 2.

They nod.
They make eye contact.
They wait for their turn to speak.

But they’re not really hearing you.

The difference between good leaders and great ones?

They’ve mastered the art of real listening.

Because if you can’t listen, you can’t lead.

You miss what your team isn’t saying.
You miss what your clients really need.
You miss the chance to build trust (before you need it).

Great listening isn’t passive.
It’s not about being quiet.
It’s a skill.

And most people are at the bottom of the scale.

Here are the 5 levels of listening:

1/ Waiting to talk

You’re quiet, but only because you’re thinking about what to say next.

2/ Hearing the words

You catch some of it, but your attention drifts.

3/ Understanding the message

You’re focused. You listen to understand, not just to reply.

4/ Recognizing emotions

You show empathy. You sense how they feel, not just what they say.

5/ Hearing what’s unsaid

You're fully present. You pick up on tone, hesitation, and the hidden needs beneath the words.

Leaders who reach level 5?

They build trust faster.
They strengthen relationships.
They make people feel seen and safe.
They diffuse tension before it explodes.

You don’t need to talk more to lead better.

You need to listen deeper.

Which level are you leading from?

♻️ Repost to help someone become a better leader.
Thanks!

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Even loyal people have breaking points.

They don't quit in a day.

They leave after being pushed too far, too often.

Loyalty isn't endless. It's earned daily.

Watch for warning signs like these:

The once-vocal team member who stops speaking up
The advocate who no longer defends the company
The eager volunteer who stops raising their hand
The team player who suddenly works alone

By the time they hand in their notice,
they checked out long ago.

The real problem?

Too many bosses take loyalty for granted.

🚫 They push too hard
🚫 They ignore good work
🚫 They promote toxic "performers"

What they don't realize:

✅ Each ignored concern weakens relationships
✅ Each broken promise chips away at loyalty
✅ Each missed "thank you" damages trust

The most dangerous words in leadership:

"They'll never leave. They're too loyal."

Remember this truth:

Everyone has a tipping point where 
self-respect outweighs loyalty.

And once they stop caring, no money
or title will win them back.

Treat loyal people like the gems they are.

Before they decide you don't deserve them.

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I used to think top performers had some secret talent.

Now I know it's the simple things.

Anyone can do these.
No degree or title required.
Just choices you make every day.

12 things that require 0 talent:

1. Getting shit done
2. Having integrity
3. Keeping your word
4. Showing up on time
5. Bringing solutions, not problems
6. Bringing good energy
7. Being coachable
8. Cheering for others' wins
9. Making others feel heard
10. Asking how you can help
11. Finishing what you start
12. Staying humble

No special skills needed.
No expensive training.
Just decisions.

The person who shows up on time every day?
They show respect and build trust.

The person who finishes what they start?
They're someone you know you can count on.

Success isn't complicated.

It's doing the simple things most people won't.

P.S. What would you add to the list?

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The quietest person on my team changed everything.

She never spoke first. Or second. Or third.

But when she did? The whole team listened.

Her words were few, but they cut through the noise.

She'd wait until the end of meetings, then say:

"Have we considered...?"

And suddenly, our "perfect" plan had holes.

Or she'd ask:

"What if we...?"

And our good idea became great.

She taught me a valuable lesson:

Leadership isn't about being the loudest.

It's about listening to every voice.
And making them count.

As leaders, we need to:

• Create pauses for reflection
• Invite the quiet ones to speak
• Value quality of words over quantity

Because sometimes, the most impactful voice
is the one you almost don't hear.

The next big idea might be hiding behind
a shy smile or a thoughtful silence.

Give it room to emerge.

True wisdom often whispers.

Are you creating space for it to be heard?

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I'm thankful for the leaders who gave me
a chance when all I had to offer was a
positive attitude and hunger to learn.

No fancy degree. No impressive resume.

Just potential they chose to see.

They didn't ask me to prove myself first.

They believed in me before I believed in myself.

Those leaders:

• Shared knowledge without making me feel small
• Celebrated my small wins like they were huge
• Let me fail and framed it as learning
• Saw my growth, not just my gaps

They shaped who I am today.

Not because they were perfect.
But because they were present.

They gave me the one thing money can't buy:
A genuine opportunity to grow.

So here's my challenge to you:

Be that leader for someone else.

Give someone a chance who has more
hunger than credentials.

See potential, not just polish.

Open a door that once felt closed to you.

Because the best way to honor the leaders
who believed in you?

Is to become one for someone else.

That's how we all rise together.

P.S. What's one thing a great leader did
that you'll never forget?

♻️ Agree? Repost to inspire your network too.
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Thank you!

You can't control much in life
(but these 22 things you always can):

1. Your Attitude
Choose to have a positive outlook.
 
2. Your Integrity
Stick to your values, even when it's hard.
 
3. Your Courage
Face your fears and grow.
 
4. Your Kindness
A small act can change someone's day.
 
5. Your Influence
Be the leader you'd want to follow.
 
6. Your Actions
Make decisions you'll be proud of later.
 
7. Your Boundaries
Say no when you need to.
 
8. Your Effort
Push through when it gets tough.

9. Your Circle
Surround yourself with supportive people.
 
10. Your Self-Belief
Believe you can, and you will.
 
11. Your Excuses
Kill them before they kill your dreams.
 
12. Your Goals
Set them high to inspire your growth.
 
13. Your Focus
Choose where you direct your attention.
 
14. Your Limits
Break them, then set new ones.
 
15. Your Time
Prioritize what matters most to you.
 
16. Your Words
Speak positively to yourself and others.
 
17. Your Self-Care
Make time for yourself every day.
 
18. Your Silence
Speak up, even when it's unpopular.
 
19. Your Inner Critic
Put it in its place.
 
20. Your Mindset
Shift from fixed to growth thinking.
 
21. Your Purpose
Align your actions with your mission.
 
22. Your Gratitude
Count your blessings, no matter how small.

And remember, even though you can't control
what you feel...

You do get to choose how you respond.

Your power starts and ends with you 💪.

Master these 22, and watch your whole world transform.

You're not a passenger in life.

You're the driver.

P.S. Which of the 22 is most important to you?
What would you add that I missed?

♻️ Repost if this resonates with you.
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Get it free: brilliancebrief.com

It's so important to know when to leave.

The job.
The party.
The relationship.

Most people stay too long in situations that drain them.

They think leaving means giving up.

But sometimes, leaving is the bravest thing you can do.

I learned this the hard way.

I stayed at a toxic job for a year longer than I should have.
Why? Because I thought I could fix it.

I thought if I just...

Stayed later
Worked harder
Proved my worth

...things would change.

They didn't. But I did.

I became anxious. Exhausted. Resentful.

Until one day, I realized:

Staying wasn't loyalty. It was self-sabotage.

The strongest people I know have mastered 1 skill:
They know when to walk away.

It takes emotional intelligence to recognize:

When your values are being compromised
When your energy is being drained
When your growth has stopped
When respect has left the room

And it takes courage to act on that knowledge.

I wish someone had told me sooner:

You don't need a reason to choose yourself.
You don't need permission to protect your peace.
You don't need to stay anywhere that makes you small.

The right people will understand.
The wrong people will try to guilt you into staying.

That's how you know you're making the right choice.

Your EQ isn't just about understanding others.
It's about knowing yourself well enough to honor your needs.

Sometimes the most powerful thing you can do is simply leave.

And create space for something better.

♻️ Agree? Repost to inspire someone in your network.
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Thank you!

Promoting a toxic manager is a huge mistake.

(It starts with ignoring bad behavior.)

Toxic managers can ruin your team & culture
long before you see the damage in numbers.

Leaders, do this instead:

💡 Address toxic behavior,
no matter the performance.

Protect your best people and your culture.

This approach will keep your team strong,
and ensure long-term success.

Don't let short-term gains blind you.

Your company’s future depends on it.

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P.S. Have you ever seen a toxic person
get promoted just because they
"made their numbers"?

8 phrases you hear in a kind workplace:

1. "How are you really doing?"
And they actually want to know.

2. "Take the time you need."
Life happens. They get it.

3. "I noticed your hard work."
Your effort matters, not just results.

4. "What do you think?"
Your opinion is valued.

5. "That must have been difficult."
They see your struggles.

6. "I've got your back."
And they mean it.

7. "Let me help you with that."
Without you having to ask.

8. "We'll figure it out together."
No blame. Just solutions.

These phrases build cultures where people:

Want to show up
Do their best work
Support each other
Feel safe to speak up

Kindness isn't soft.

It's what makes people stay
It's what makes teams strong
It's what makes work worth it

Words matter.

They either build people up
or tear them down.

Choose wisely.

P.S. What's a kind workplace phrase you'd add?

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Positions are temporary.
Ranks and titles are limited.
But how you treat people will
always be remembered.

Want to leave a lasting impact?

Lead with generosity.
Serve with humility.
Act with integrity.

And treat everyone with kindness.

These are the true measures of success.
Not cars, clothes, cash or clout.

Your degrees may impress for a moment.
But your character defines your legacy.

Make people feel:
➟ Valued, not used
➟ Respected, not judged
➟ Cared for, not dismissed
➟ Understood, not ignored 

That's how you'll be remembered.
Not for what you had, but who you were.
Not for what you took, but what you gave.

Leave people better than you found them.
And you'll build a legacy that lasts.

Maya Angelou said it best:

"People will forget what you said, 
they will forget what you did, 
but people will never forget 
how you made them feel."

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The most powerful leadership tool costs $0.

(And you already have it.)

Kindness.

Most people think success comes from being tough.

From pushing harder.
From demanding more.

But here's what the research shows:

Teams led with kindness are...

➟ 70% more engaged
➟ 40% more resilient
➟ 21% more productive 
➟ 4x more likely to stay

Because kindness isn't weak. It's a strength multiplier.

It transforms average teams into exceptional ones.

Think about it:

When someone shows you kindness at work,
you feel seen.

Valued.

Ready to give your best.

That's why great leaders practice these daily:

• They ask real questions, not just "how are you?"
• They defend people who aren't in the room
• They celebrate others' wins like their own
• They respect boundaries and off-hours
• They lead with empathy, not authority
• They offer help before being asked
• They include the quiet voices
• They share knowledge freely
• They give credit generously

The truth?

Leadership isn't about power.
It's about impact.

And nothing impacts people more than genuine kindness.

Make kindness your competitive advantage.

Your team will thank you.
Your results will show it.
Your legacy will prove it.

Want to transform your workplace?

Start with kindness.
The rest will follow.

P.S. How do you show kindness at work?

♻️ Repost if this resonates with you.
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I made my worst leadership mistake on day 1.

I was so proud of that promotion.

Now I'm in the spotlight, I thought.

Until I eventually learned...

Leadership is all about shining a light on others.

When you become a leader, your impact is
no longer measured by what you produce.

It's now measured by how you help
others grow and reach their potential.

Your greatest achievement becomes
your team's success, not your own.

You see, leadership isn't about:
➟ Being the loudest voice in the room
➟ Taking credit for your team's work
➟ Having an answer for everything

Instead, it's about:

➟ Amplifying the quiet voices
➟ Celebrating your team's wins
➟ Creating space for their growth

Great leaders invest in their people daily.

They see potential before others do.

They push you when you need pushing.
And support you when you need supporting.

Try asking your team:

"What's one obstacle I can remove
for you this week?"

"What skill do you want to develop next?"

When someone doubts themselves,
remind them of their past wins.

Their hidden strengths.

A single "I believe in you" can change everything.

Because at its heart, leadership is simple:

Your job isn't to be the best person on the team.

It's to bring out the best in everyone else.

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The human brain has 6 gears.
Most people never shift past 2nd.

Bloom's Taxonomy gives a clear guide.
Here's how to access all 6:

REMEMBER is 1st gear.
We all start here, memorizing facts.
It's essential, but just the beginning.

UNDERSTAND is 2nd gear.
Being able to explain concepts clearly.
Many of us get comfortable here.

APPLY is 3rd gear.
Where knowledge turns into action.
Where real growth begins.

ANALYZE is 4th gear.
Breaking big problems into smaller pieces.
Seeing patterns others miss.
This is where strategic insights form.

EVALUATE is 5th gear.
Making smart decisions backed by clear thinking.
Choosing the best path forward.
Leaders thrive here.

CREATE is top gear.
Where new ideas come to life.
Where solutions to old problems are born.
The space for innovation.

The beautiful thing?

Every gear builds on the one before it.

Each level makes you more capable.
More valuable to yourself and others.

Most haven't been shown how to shift gears.
But it's possible for anyone.

Your brain is incredible.

It can do so much more than you think.

Ready to level up?

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Your title doesn't make you a leader.
Your behavior does.

Let that sit for a second.

Leadership isn’t a role.
It’s not a LinkedIn headline.
And it’s definitely not something you're promoted into.

It’s what you do.

Before the promotion.
Before the recognition.
Before the raise.

Leadership is:

➟ How you think
➟ How you show up
➟ How you treat people
➟ How you respond under pressure

No one taps you on the shoulder and says:
“Okay, now you’re allowed to lead.”

You decide.
Then you act.

And funny enough?

That’s exactly when the titles start catching up.

Here’s how real leaders get noticed:

— They take initiative
— They speak up when it’s uncomfortable
— They give credit and take responsibility
— They elevate others, not just themselves
— They lead before they’re given authority

You don’t need a big title to lead.
You need a bigger mindset.

Start with how you behave today.

In meetings.
On projects.
With your peers.
When nobody’s watching.

Because if you’re waiting for permission to lead?
You’re already behind.

Lead now.
The rest will follow.

P.S. What’s one way you’ve shown leadership without the title?

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I made a BIG mistake in my first leadership role.

I treated every team member
exactly the same way.

What worked for my more senior employees
completely frustrated the younger ones.

And what motivated my Millennial teammates
made the Boomers uncomfortable.

Here's what I learned:

Great leaders don't use a one-size-fits-all approach.

Some team members appreciate daily feedback.
Others prefer monthly check-ins.

Some want detailed instructions.
Others need creative freedom.

Some love collaborative brainstorming.
Others do their best thinking alone.

The secret?

Get to know each person as an individual.

Ask them:
• When do you do your best work?
• How do you prefer to communicate?
• What support do you need to succeed?
• What kind of feedback helps you grow?

Because leadership isn't about → your ← style.

It's about adapting to help each person thrive.

Instead of treating everyone equally.

Treat them individually.

P.S. What's your best tip for leading
different generations?
Share in the comments. 

♻️ Find this valuable? Repost to help other leaders.
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I used to think leadership was all about your title.
Now I know it's about how you make people feel.

11 signs you're a leader others (actually) want to follow:

01/ You defend them when they're not in the room.
02/ You give credit in public and coach in private.
03/ You fight battles they don't even know about.
04/ You shut down toxicity before it spreads.
05/ You see their potential before they do.
06/ You make their success your priority.
07/ You stay kind when times get tough.
08/ You apologize when you mess up.
09/ You show up when it matters.
10/ You let them outgrow you.
11/ You keep your promises.

I've known "leaders" with fancy titles
who made me feel invisible.

And others who led by influence 
and changed entire careers.

The difference?

One only cared about their position.
The other cared about their people.

Here's what real leaders know:

Your team's success is your success.
Their growth is your legacy.
Their trust is what makes you a leader.

Not your title.

Be the leader who makes people believe
in themselves.

That's the kind of impact that lasts forever.

♻️ Repost to inspire a leader in your network.
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I managed teams for 10 years before I learned
this important truth:

Empathy isn't a "soft skill."

It's your most powerful leadership tool.

I once had a top performer who was
missing deadlines.

Instead of asking "Why isn't this done?"

I asked "How can I support you?"

Turns out, she was dealing with family
health issues but was afraid to speak up.

That one conversation changed everything.

8 ways I learned to show empathy at work:

— Listen without jumping to fix things
— Be flexible when life throws curveballs
— Make time for non-work conversations
— Give praise in public, feedback in private
— Create space where no question feels stupid
— Support mental health days, not just sick days
— Ask how you can help, not why things aren't done
— Treat your team like people first, employees second

When you lead with empathy,
productivity and loyalty naturally follow.

You don't have to choose between being human
and being successful.

The most effective leaders are both.

Because at the end of the day,
people don't leave bad jobs.

They leave environments where they don't feel
understood or appreciated.

Want to transform your team?

Start with empathy.

It's the investment that pays the highest returns.

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I spent 7 years studying what separates
great leaders from everyone else.
(The answer shocked me.)

It wasn't charisma or intelligence.
It wasn't experience or credentials.

It was mastering a specific set of competencies
that anyone can learn.

You see, no one's a born leader.

You have to build it. One skill at a time.

The best leaders aren't naturals.
They're practitioners.

They know that self-awareness beats ego.
That emotional intelligence beats IQ.
That authenticity beats authority.

And it starts with leading yourself.

↳ Before you can inspire others
↳ Before you can drive change
↳ Before you can build culture

You must master the mirror.

Most people get this backwards.

They try to lead teams without building trust first.
They attempt to inspire without a clear vision.
They push for results without recognition.

And they wonder why it feels so hard.

Here's what actually works:

Start with one skill.
Practice for 30 days.
Then add another.

Small actions compound into transformation:

➟ Ask for feedback (even when it stings)
➟ Celebrate failures that taught you something
➟ Replace "You should..." with "What do you think?"

The best leaders aren't the loudest.
Or even the smartest.

They're the ones who do the work.

Your future team is waiting for
the leader you're becoming.

And they deserve the best version of you.

P.S. Which competency is hardest to master?
I'd love to hear your perspective.

♻️ Repost to help a leader in your network.
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Emotional Intelligence is a superpower at work.

Why does it matter so much?

95% of top performers have a high EQ.

First, let's clarify what it's not:

• It's not avoiding difficult conversations
• It's not brushing off what others say
• It's not thinking you're always right
• It's not wearing a "mask" to work
• It's not reacting without thinking
• It's not caring just about profits
• It's not jumping to conclusions
• It's not ignoring how you feel

Here's what it really is about:

• Knowing yourself well
• Being a calming presence
• Having empathy for others
• Building a culture of respect
• Keeping your emotions in check
• Handling disagreements smoothly
• Making it easy for everyone to speak up
• Being happy for others when they do well

If you want to be a top performer at work,
work on your Emotional Intelligence.

➟ It makes work more satisfying.
➟ It helps you lead better.
➟ It makes your team stronger.

Elevate your EQ.
Your career will thank you for it.

Find this helpful? Repost for others ♻️. Thanks!

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Amazon

Continuous Improvement Manager

Area Manager

Site Manager

Junior Site Manager

Syddansk Universitet - University of Southern Denmark

Junior Research Assistant

Kverneland Group Kerteminde A/S

Master Thesis Project

ForeFlight

Data Consultant

Odense University Hospital

Semester Project

Follow for daily posts about Lean, CI & Innovation | Continuous Improvement Manager @ Amazon

Hi!👋 Ivan here

I'm an industrial engineer with 7+ years of experience in Operations Management and Continuous Improvement.

I serve two main groups of people:

	• Business owners and executives who want to turn their broken processes into brilliant ones (and save so much damn money) through Kaizen and Innovation

	• Founders and consulting firm owners within CI, Lean or Innovation who want to promote their businesses and make LinkedIn a legit revenue channel

(DM me for the details) 


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 continuous improvement journey. This helped me grow my audience from 9,000 to 100,000 followers in a year.

Join my newsletter here: https://lnkd.in/ddQncJM5

Ivan Carillo

My two cents:
 
In the era of mass customization, pull systems are non-negotiable.
 
All brilliant processes are designed to result in
 
+balanced flow
+safe workplace
+zero defects
 
When talking about flow we refer to either Pull or Push system.
 
Here is a breakdown of each:
 
1/ Basic Concept
 
 ↳ Push: Based on demand forecasts 
 ↳ Pull: Based on actual int/ext customer demand
 
2/ Production Trigger
 
 ↳ Push: Anticipated future needs 
 ↳ Pull: Current customer orders
 
3/ Inventory Levels
 
 ↳ Push: Higher inventories, safety stocks 
 ↳ Pull: Lower inventories, just-in-time approach
 
4/ Flexibility
 
 ↳ Push: Less flexible to demand changes 
 ↳ Pull: More adaptable to fluctuations
 
5/ Risk
 
 ↳ Push: Overproduction, obsolescence 
 ↳ Pull: Potential stockouts, backorders
 
6/ Information Flow
 
 ↳ Push: Forecasts flow downstream 
 ↳ Pull: Demand information flows upstream
 
7/ Costs
 
 ↳ Push: Higher inventory holding costs 
 ↳ Pull: Lower inventory costs, but potential lost sales
 
8/ Planning Complexity
 
 ↳ Push: More complex long-term planning 
 ↳ Pull: Simpler planning, but requiring responsive systems
 
9/ Market Suitability
 
 ↳ Push: Stable, predictable markets 
 ↳ Pull: Dynamic, uncertain markets
 
P.S. 60% of manufacturing professionals use 
a combination of push and pull systems in their operations.

Founder of Gemba Walk AI • I help executives cut waste and fix the broken processes costing them millions

Brutal truth: most Kaizen implementations fail within 6 months.

Here's why (and how to fix it):

Common failure pattern..

↓ Launch with great enthusiasm 
↓ Form improvement teams 
↓ Run some workshops 
↓ See initial results 
↓ Get distracted by other priorities 
 ↳ Kaizen activities fade away

The missing ingredient? 
Systems thinking.

Successful Kaizen requires these systems working together:

1/ Total Quality Management

+Customer focus throughout organization
+Process-oriented improvement mindset

2/ Just-In-Time Production

+Elimination of waste in all forms
+Flow-based operations

3/ Total Productive Maintenance

+Equipment reliability and efficiency
+Operator involvement in maintenance

4/ Policy Deployment

+Clear targets cascading from top to bottom
+Aligned improvement efforts

5/ Suggestion Systems

+Employee engagement in daily improvement
+Recognition of participation

6/ Small Group Activities

+Quality circles and improvement teams
+Collaborative problem-solving
 
Most companies try to implement Kaizen 
…without these foundations. 

Remember:

Success requires patience.

+Start with one system
+Build it thoroughly
+Connect it to others gradually

…and never stop improving!

Most companies create fantastic value stream maps.

Then file them away. (I've seen it dozens of times) 

Video credit to Krish Sengottaiyan. Give him a follow

Teams spend weeks mapping their current state. 

They identify waste. 
They draft the future state

Then ...nothing changes.

You know why?

No one is responsible for the customer experience.

Traditional organizations are function-based.

→ Finance reports to CFO 
→ Operations reports to COO 
→ Sales reports to CRO

Each leader knows their department.
But nobody understands how value flows end-to-end.

No single leader owns value stream performance.

"Everyone" is responsible = No one is responsible

VSM needs an owner with authority. 
One leader who can make decisions across silos.

CEO could, but they operate too high to manage CI.

So it's key to assign executive-level VSM ownership. 

Before you map your next value stream, answer this:

Who owns the complete customer journey?

If you can't name them...
save yourself the effort.

P.S. Does anyone in your organization have E2E accountability for value delivery?

In 2000, Europe and the US built the global industrial knowledge.

By 2025, we buy it from others.

Over the last 20 years, we've spent resources and time on

-outsourcing manufacturing
-celebrating our service economies
-trading factories for fulfillment centers

Meanwhile, we forgot how to make things.

But someone else mastered it.

Here's what nobody talks about:

Every factory we closed, 
our knowledge walked out the door.

We chose 

-offshoring over workforce development
-shareholder returns over long-term capacity
-financial engineering over high-quality manufacturing

Now we're living with those choices.

It's time to reacquire knowledge through reindustrialisation.

PS. Manufacturing teams struggle to capture critical floor insights.

That's why we are building gembawalk.ai

Gemba Walk AI digitalizes your observation process,
so you can ensure your CI efforts deliver measurable results. 

Join the waitlist now to get early access + exclusive price: 

gembawalk.ai

We're operating with two conflicting mindsets, and it's costing us. I've mapped out where Traditional Thinking and Kaizen Thinking diverge. We need to pick one.


Traditional Thinking optimizes individual departments. 
Kaizen Thinking optimizes the whole value stream.

That's the fundamental split, everything else flows from there.

Here's where they conflict:

→ How we handle complexity

Traditional: Accept it as normal
Kaizen: Cut it aggressively

→ What we measure

Traditional: Efficiency and utilization rates
Kaizen: Flow speed and customer value delivered

→ How we produce

Traditional: Large batches pushed through the system
Kaizen: Small batches pulled by actual demand

→ Who influences the decision-making process

Traditional: Management hierarchy
Kaizen: People closest to the work

→ When we catch problems

Traditional: Final quality control inspection
Kaizen: Build quality into each step

→What we reward

Traditional: Fixing problems fast
Kaizen: Preventing problems from occurring

→ Our approach

Traditional: Long-term plans, then execute
Kaizen: Adapt continuously based on what we learn

What this means?

You have to decide which side you are on.

We can't cherry-pick from both lists. They contradict each other. 

Rewarding problem-solving while also rewarding problem prevention confuses everyone. 


P.S. Pick Kaizen if you want continuous improvement driven by frontline teams.

Here's what I notice in my own work: every time I keep "just one backup plan," I split my energy. I tell myself it's smart. Responsible. But really, I'm giving myself permission to procrastinate or even quit when things get hard.

I spent most of 2025 keeping my options open, but it wasn't such a brilliant choice. I realised this only when I came across this quote, written in Beyond Entrepreneurship.

Now, I'm all-in.

Three things stick with me from this:

1/ Keeping options open is itself a choice (and usually the wrong one)

When I maintain escape routes, I unconsciously save energy for the retreat. I don't fully commit to the difficult conversations, the uncomfortable outreach, or the work that feels risky.

I fully understand people who have family responsibilities. But when your only option is forward, you find reserves of strength you didn't know existed.

2/ Partial commitment is zero commitment

If you don't go all-in at the critical moment, your odds of achieving the dream don't stay low. They go to zero.

I see this with new content creators. They test the waters. They "see how it goes." But they do not intend to give up anything they have in their lives. Then they wonder why it doesn't work. It doesn't work because they never bet on it working.

3/ Near-impossible dreams require moments of no retreat

In 1519, Cortés landed in Mexico with his 600 men. Behind him: the ocean and 11 ships that could carry them back home. Ahead: the Aztec Empire. Millions strong, battle-tested, defending their homeland. Cortés burned the ships. His men had two choices: conquer or surrender. You know how it ended. 

Remember: comfort is a liar

Conventional wisdom isn't always right.
 
If you have a different approach, keep running.
 
Let me tell you a story:
 
In 1983, 150 world-class professionals
converged in Australia for an event.
 
It's a gruelling 543.7-mile endurance race.
 
From Sydney to Melbourne. 
This takes days to run.
 
Runners from all over the world came to participate.
They are, on average, 30 years old. 
 
All, except one. 
Albert Ernest Clifford “Cliff” Young.
 
Cliff is an Australian 61-year-old farmer and sheepherder
wearing overalls and galoshes over his work boots.
 
Spectators couldn’t believe their eyes.
 
“This has to be a joke!” some mused.
 
A few curious reporters ask about his intentions.
And Cliff replies:
 
“See, I grew up on a farm where
we couldn’t afford horses or tractors.
 
The whole time I was growing up,
whenever the storms would roll in,
I’d have to go out and round up the sheep.
 
We had 2,000 sheep on 2,000 acres.
 
Sometimes, I would have to run
those sheep for two or three days.
 
It took a long time, but I’d always catch them.
I believe I can run this race.”
 
Of course, they don't believe him.
 
And go back to focusing
their attention on someone else.
 
When the gun goes off,
the other runners leave behind Cliff.
 
And everyone forgets about that eclectic farmer.
 
When night falls, the ultramarathoners camp 
on the sides of the road, along with 
their support teams.
 
All, except one.
 
Five days, 15 hours, and
4 minutes after the starting gunshot,
Cliff Young crossed the finish line in Melbourne.
 
The nearest runner was 9 hours and 56 minutes behind.
 
Cliff's ability to go without sleep,
honed all those years on the farm,
turned out to be his secret weapon.

***
TL;TR

Don't quit until you reach the finish line.

The reward is only for those who get there.

Just keep running.

For me, December is all about giving back. I've been heads-down on my own growth most of the year. Time to shift that energy outward. Here's what I'm doing this month:


We spend most of our time with our eyes glued to the road ahead and forget that we are here to serve others. We don't do it maliciously. We are simply part of a society that increasingly values the interests of the individual at the expense of the well-being of our communities. Too often we forget that we feel good when we do good.

December is my time to look up from my own work, really listen to people and try to help them. 

Here is my way of giving back to my audience:

1/ Opening a guest slot on my profile 

In 2024, I did this during the Christmas holidays, and I intend to extend the window to the entire month this year. I'm featuring the best content I've seen from rising creators who deserve more eyes on their work. If you're creating something valuable but struggling to get traction, this is for you.

2/ Building a free resource for Kaizen practitioners

I am working on a document about Kaizen that you can download for free. Just something genuinely useful that I wish existed when I was figuring this stuff out.

3/ Making myself available

I find it difficult to offer free consultations at my current capacity, but I can give you some guidance. If you need help with something I know about, send me a DM. I'll respond to every single one.

Too often we forget we're supposed to be making things better for other people. 

December's my reset on that.

In my seven years of experience in operations, there is one thing that has ALWAYS came up: leaders who rely too much on their experience and too little on available data.

Innovation cycles are getting shorter and shorter. It means that manufacturers have less time to respond to market shifts and less margin for error.

The old way? 

Leaders spot a problem and make their best guess about the cause. Sometimes they're right. Often they're wrong, and by the time they figure that out, they've wasted weeks chasing the wrong countermeasures.

What should we strive for?

Learning, agile companies that continuously monitor their value streams by capturing relevant data. They then analyze this data and take measures to fix issues faster. 

But here's what makes this actually work: leaders have to trust data enough to act on it. 

Industry 4.0 promised the right information to the right place, at the right time, in the right quality, to the right person, and in the right quantity. For many companies, this is still a dream.

Most companies invested millions in connected equipment, but they still rely on the experience of individuals. Industry 4.0 era didn't lead to data-based learning and decision-making.

AI-powered Kaizen is the new opportunity to survive in the market.

My AI SaaS, gembawalk.ai, aims to make every gemba walk part of a learning system, where collective insights drive faster, better decisions than any single expert could achieve.

Waitlist gets first access + exclusive pricing.

Join here: gembawalk.ai

I'm capturing the most powerful quotes from Randy Pausch's Last Lecture to use as anchors for my own journey. I want to share some of them with you too:

ON ATTITUDE AND RESPONSE

"We cannot change the cards we are dealt, just how we play the hand."

This is about accepting the circumstances we face in life and focusing on how we respond to them. 

"Experience is what you get when you didn't get what you wanted."

Failed attempts aren't wasted. They're education. The lessons from what doesn't work often prove more valuable than immediate success.

ON OBSTACLES AND PERSISTENCE

"The brick walls are there for a reason. The brick walls are not there to keep us out. The brick walls are there to give us a chance to show how badly we want something."

Obstacles exist to filter out those who aren't committed. Every barrier you overcome proves your dedication.

"When you're screwing up and nobody's saying anything to you anymore, that means they gave up. Your critics are the ones telling you they still love you and care."

Harsh feedback is a gift. Welcome criticism from those who still believe in you.

ON GETTING HELP AND BUILDING RELATIONSHIPS

"Have something to bring to the table, because that will make you more welcome."

Offer value in every interaction. When Pausch wanted to fly on NASA's zero gravity plane, he offered VR headsets for all the students and journalists to experience.

ON SELF-AWARENESS AND GROWTH

"The best gift an educator can give is to get somebody to become self-reflective."

True learning happens when you start examining your own behavior and choices.

***
Read my personal letters about 

+growth
+entrepreneurship
+and designing life on your terms. 

Raw insights, hard lessons, zero corporate BS.

Find them here: ivancarillo.substack.com

Your executives make million-dollar decisions about processes they haven't seen in months. Then they wonder why their "brilliant ideas" fail. Would you walk 20 metres to find the answers you've been looking for?

Well, most leaders don't go to the gemba often enough.
Others go, but they aren't fully present.

And that's why their processes suck.

Gemba means "the actual place" in Japanese. It's where..

+value is created
+problems actually happen
+solutions are born

Value isn't in meetings about meetings.

Your next step?

1/ Put on safety shoes
2/ Leave your office
3/ Go where the real work happens

Ask three questions:

+What problems do you see?
+What would make your job easier?
+What would you change if you could?

Then listen. Really listen.

The Gemba never lies.
Your data might.

P.S. When was the last time you spent an hour where value is created?

***
My first SaaS, gembawalk.ai, aims to make every gemba walk part of a learning system, where collective insights drive faster, better decisions than any single expert could achieve.

Waitlist gets first access + exclusive pricing.

👉 Join the waitlist: gembawalk.ai

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