Mouvement québécois de la qualité

Train and assist small organizations in assessing their performance level based on the Malcolm Baldrige framework and defining an action plan to increase performance.

Plan, organize and conduct training events on six sigma, quality and management tools and techniques.

Assist small and medium sized organizations in developing and submitting an application report for their candidacy to the Prix performance Québec, based on the Malcolm Baldrige framework of excellence.

Facilitate mastermind-type networks of like-minded professionals on sharing knowledge and mutual problem-solving.

Organizational Performance Advisor

The Quebec Performance Award (Prix performance Québec) is the highest recognition attributed annually by the Quebec Government to business and non-profit organizations that stand out for their excellence in management practices.

Awards are given based on achievement and improvement in the following areas: 1- Leadership, 2 - Strategy, 3 - Customer and Market Focus, 4 - Measurement, Analysis, and Knowledge Management, 5 - Workforce, 6 - Operations and 7 - Business/Organizational Performance Results.

The Chief Examiner’s role and responsibilities are:

- Manage a team of 3 examiners during a 3-month evaluation process
- Prepare and lead site visits of award finalists
- Present to judges the evaluation results outlining the organization’s strengths, opportunities for improvement and global score

Chief Examiner

American Society for Quality

- Conceive curriculum based on the ASQ six sigma body of knowledge
- Train candidates for the ASQ six sigma certification exam

Six Sigma Black Belt Instructor

Book Publisher

Bombardier Aerospace

- Coordinate Achieving Excellence initiative in Quality Assurance
- Organize monthly performance reviews with Quality Assurance Management

Quality Assurance Strategic Development

- Led a team of 5 analysts in the integration of  two quality systems. 
- Manage AMO Quality Manual
- Maintain regulatory maintenance approvals
- Dealings with regulatory bodies to resolve nonconforming issues and maintain aircraft maintenance approvals
- Editor of AMO Newsletter, intended for Bombardier aircraft mainatance employees

Quality Assurance Maintenance Organization Coordinator

- Support the implementation of a electronic workflow system to manage non conformances, resulting in a 90% cycle time reduction
- Management of quality system and procedures

Quality Assurance Analyst

For nearly 25 years, the Quebec Society for Quality (Mouvement québécois de la qualité) has been a guiding force for organizations, imparting expertise and facilitating the adoption of optimal and innovative business practices. Our outreach extends to business executives, quality professionals, and continuous improvement specialists across diverse sectors, including large and small enterprises, public and private entities, as well as manufacturers and service providers.

With over 50 training programs focused on operational excellence, we cover a spectrum that includes Hoshin Kanri Strategic Planning, Value Stream Mapping, A3 Problem Solving, Failure Modes and Effects Analysis, Agile methodologies, and ISO 9001 standards. Our instructors are highly skilled and meticulously chosen.

Recognized nationally, our Lean Master, Six Sigma, and Internal Auditor certifications underline our commitment to fostering professional growth. We go beyond mere certification, actively aiding our clients in appraising their performance levels through our proprietary Qualimètre method, which evaluates 7 crucial areas: Leadership, Strategy, Customer and Market Focus, Measurement Analysis and Knowledge Management, Workforce, Operations, and Business/Organizational Results.

Anchoring our commitment to knowledge dissemination is the Best Practices Annual Conference (Salon sur les meilleures pratiques d’affaires), the premier event dedicated to continuous improvement in Quebec. With over 60 booths showcasing improvement initiatives, keynote speakers, and more than 40,000 attendees, it stands as a testament to our dedication. The pinnacle of this event is the Quebec Performance Award (Prix performance Québec), bestowed annually by the Quebec Government upon organizations exemplifying excellence in management practices.

Membership in our program opens doors to mastermind-type networks of like-minded professionals, fostering knowledge exchange and collaborative problem-solving. Complementing this, our three workbooks on strategic planning, problem-solving, and coaching serve as invaluable resources, simplifying the path to achieving your business goals.

If you are serious about elevating both your career and organizational standing, we invite you to connect with us at www.qualite.qc.ca.

One post. Fifteen lessons. The full Toyota Way in a single recap.

Save this post for later.

The Toyota Way is not just a method, it’s a mindset.

It’s about continuous improvement and respect for people.

Toyota’s success comes from 14 key principles.

Over the past weeks, I’ve shared 16 posts that break it down. Here’s a recap:

***

The Toyota Way and Toyota Production System Model

Link: https://lnkd.in/eS2gaF8e

***

Principle 1: Base Your Management Decisions on Long-Term Systems Thinking, Even at the Expense of Short-Term Financial Goals

Link: https://lnkd.in/eGXU8yV8

***

Principle 2: Connect People and Processes Through Continuous Process Flow to Bring Problems to the Surface

Link: https://lnkd.in/eQ2eSyv8

***

Principle 3: Use “Pull” Systems to Avoid Overproduction

Link: https://lnkd.in/e6xuVMQt

***

Principle 4: Level Out the Workload (Heijunka)

Link: https://lnkd.in/eYkeQEdQ

***

Principle 5: Work to Establish Standardized Processes as the Foundation for Continuous Improvement

Link: https://lnkd.in/eF6PibMV

***

Principle 6: Build a Culture of Stopping to Identify Out-of-Standard Conditions and Build in Quality (Jidoka)

Link: https://lnkd.in/etazP5VB

***

Principle 7: Use Visual Control to Support People in Decision-Making and Problem Solving

Link: https://lnkd.in/eVikZvQm

***

Principle 8: Adopt and Adapt Technology That Supports Your People and Processes

Link: https://lnkd.in/eshiaPbR

***

Principle 9: Grow Leaders Who Thoroughly Understand the Work, Live the Philosophy, and Teach It to Others

Link: https://lnkd.in/eBa57ZXq

***

Principle 10: Develop Exceptional People and Teams Who Follow Your Company’s Philosophy

Link: https://lnkd.in/euVbgBP8

***

Principle 11: Respect Your Value Chain Partners by Challenging Them and Helping Them Improve

Link: https://lnkd.in/e9FxgwM6

***

Principle 12: Observe Deeply and Learn Iteratively (PDCA) to Meet Each Challenge

Link: https://lnkd.in/efmxnvc4

***

Principle 13: Focus the Improvement Energy of Your People Through Aligned Goals at All Levels

Link: https://lnkd.in/egPcPME6

***

Principle 14: Learn Your Way to the Future Through Bold Strategy, Some Large Leaps, and Many Small Steps

Link: https://lnkd.in/e5EbY9KZ

***

Conclusion: Grow Your Own Lean Learning Enterprise

Link: https://lnkd.in/ew4r6s2K

***

It’s not just for cars.

It’s for how you build, lead, and live.

Credit and reference: Jeffrey Liker, The Toyota Way

***

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♻️ Share to help others build smarter teams.
➕ Follow Sergio D’Amico for more on continuous improvement.

📌 P.S. Which of these rules will you use today?

Sergio D'Amico, CSSBB

I talk about continuous improvement and organizational excellence to help small business owners create a workplace culture of profitability and growth.

Collage of 16 Toyota Way infographics showing principles for building excellence and continuous improvement. Created by Sergio D’Amico. Central diagram displays 14 principles including: Base Management Decisions on Long Term Philosophy, Create Continuous Process Flow, Use Pull Systems to Avoid Overproduction, Level Out Workload, Build Culture of Stopping to Fix Problems, Standardize Tasks for Continuous Improvement, Use Visual Control to Reveal Problems, Use Only Reliable Thoroughly Tested Technology, Grow Leaders Who Understand the Work, Develop Exceptional People and Teams, Respect and Challenge Your Suppliers, Go See For Yourself to Understand the Situation, Make Decisions Slowly by Consensus Implement Rapidly, and Become Learning Organization Through Reflection and Kaizen. Surrounding infographics detail each principle with implementation strategies, visual management tools, and lean manufacturing concepts focused on sustainable success and trust-building culture.

Most people look at what’s broken. Smart leaders use Fishbone Diagrams to see why it broke in the first place.

Stop chasing symptoms.

The real gold hides in root cause.

Here’s a tool that helps you dig deep:

The Fishbone Diagram.

Also called Cause-and-Effect or Ishikawa.

It looks like a fish skeleton.

But it helps you see what’s really wrong.

Here’s how you build one:

1/ Define your problem in one clear line.
2/ Draw the main bones → big cause groups.
3/ Brainstorm reasons for each.
4/ Keep asking “Why?” until it hurts.
5/ Refine until the true cause shows up.

Why use it?

→ Makes messy issues simple.
→ Gets teams to think together.
→ Saves time by cutting noise.
→ Focuses you on cause, not just effect.

Quick tips:

→ Keep it clear, not cluttered.
→ Start broad, then go deep.
→ Use sticky notes for speed.
→ Always revisit and refine.

⚠️ Mistakes to avoid:

→ Adding too much detail.
→ Skipping team input.
→ Stopping at surface causes.

The Origin Story:

Kaoru Ishikawa, 1960s Japan.
Inspired by fish bones.
Now a staple in Total Quality Management.

Next steps?
Analyze → Act → Track → Learn → Repeat.

***

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➕ Follow Sergio D’Amico for more on continuous improvement.

📌 P.S. If you want to solve smarter, not harder, try drawing your own fishbone today.

Do you use visual tools like this in your problem-solving?

Fishbone Diagram infographic "Find the Root Cause" by Sergio D'Amico. Shows cause-and-effect analysis tool, also called Ishikawa Diagram. Uses: quality control, problem-solving, process improvement. When to use: recurring issues, customer complaints, inefficiencies. How to build: define problem clearly, draw main bones using 6M categories. Six categories: Measurement (calibration, data collection), Material (quality, supply chain), Machine (equipment, maintenance), Mother Nature (conditions, safety), Manpower (skills, training), Method (procedures, QC). Origin: created by Kaoru Ishikawa in 1960s, linked to Total Quality Management. Benefits: visualizes problems, focuses on root causes, encourages brainstorming, organizes ideas. Tools: whiteboards, digital tools like Lucidchart, sticky notes, Miro. Tips: keep simple, involve team, start with big causes, refine diagram. Common categories: Machines, Methods, Materials, Manpower, Measurements, Milieu. Avoid: ignoring root causes

Stop managing. Start leading. Deming’s 7th point reminds us that leadership is about helping people win, not supervising them into failure.

Stop being a boss.

Start being a coach.

Here’s Deming’s Point 7 made simple for you:

1/ Lead, don’t just watch.
→ Help your team win at work.

2/ Fix the system, not the staff.
→ Results come from better design.

3/ Know the work, not just the numbers.
→ See the problems with your own eyes.

4/ Kill the blocks.
→ Spot what slows them down and act.

5/ Stop blame.
→ Most issues are system flaws, not people.

6/ Trust data, not loud talk.
→ Use charts and proof to guide.

7/ Shift focus to quality.
→ Good work lasts longer than raw numbers.

8/ Back your people.
→ Train them, equip them, support them.

9/ Change the role of boss.
→ Turn it into true leadership.

10/ Build calm in the work.
→ A steady system lifts all hands.

Reference: W. Edwards Deming, Out of the Crisis

***

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📌 P.S. If you want better results, start with better care.

Do you lead like a boss, or like a coach?

Deming's 14 Points infographic showing Point 7: Adopt and Institute Leadership to Help People Do Better. Features W. Edwards Deming's portrait surrounded by 9 key principles: Be a Coach Not Boss (lead don't supervise, help with work), Focus on System (work on system improvement, management's main job), Know the Work (leaders understand work, get involved), Help Remove Barriers (find what stops good work, management must act), Stop Blaming Individuals (don't punish variations, most problems are system), Use Data Not Opinions (use charts, help those needing it), Focus on Quality (change goal to quality, leader's job), Support People (train and help them, be a resource), Transform the Role (supervision needs new approach, true leadership required), Create Consistency (reduce differences, improve system for all). Infographic created by Sergio D’Amico.

Continuous improvement is not a set of tools or workshops. It’s a systemic shift in leadership, alignment, and culture.

Culture change isn’t a one-time event.

It’s a system you build step by step.

Here’s the framework for a culture of growth:

1: Lead from the top
→ Show the way, stay seen, play long-term

2: Tie to strategy
→ Link gains to goals, use the client’s eyes

3: Make it structural
→ Build into core flows, set smart metrics

4: Build skill
→ Teach to solve, grow in-house pros

5: Push power down
→ Safe space + trust → bold moves

6: Lock in learning
→ Share wins, build a memory bank

7: Score the right way
→ Metrics, feedback, and fair rewards

8: Reinforce culture
→ Embed in values, rituals, reflexes

The key?
Leaders stay visible.
Mid-managers enable.
Time + tools are set aside.
And success = new habits, not just results.

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♻️ Share to help others build a stronger CI culture.
➕ Follow Sergio D’Amico for more on continuous improvement.

📌 P.S. Culture shifts don’t come from words. They live in daily acts.

👉 Which of these 8 steps do you see missing most in orgs today?

Infographic "Building a Culture of Continuous Improvement" by Sergio D'Amico. Central hexagon shows Strategic Alignment: align with business goals, prioritize customer value, clarify objectives. Six elements surround it: 1) Leadership Commitment - demonstrate involvement, model behaviors, invest in change. 2) Operational Integration - build into processes, design systems, align metrics. 3) Skill Development - develop problem-solving, build skills, create expertise. 4) Employee Empowerment - delegate authority, create safety, enable autonomy. 5) Knowledge Management - share practices, preserve wisdom, systematize learning. 6) Metrics & Incentives - track indicators, establish feedback, reward progress. 7) Cultural Habits - root in values, sustain through rituals, normalize improvement. Critical Success Elements: executive leadership active, management ownership, resource allocation, measure behavior changes. Scenic lakeside background.

Complex problems don’t need complicated solutions. They need 7 simple questions: 5W2H.

Most problems stay unsolved for one reason.

We jump to fix them before we truly know them.

The fix?
Use the 5W2H Framework.

It’s a simple set of 7 clear questions:

→ What is the issue?
→ Why does it happen?
→ Where does it occur?
→ When does it show up?
→ Who is involved?
→ How is it done?
→ How much does it cost?

Here’s an example:

Problem → Late project deliveries

→ What? Deadlines slip 2–3 weeks
→ Why? Bad time estimates
→ Where? IT dev team
→ When? Last 4 sprints
→ Who? PMs + devs
→ How? No buffer in sprint plans
→ How much? $5k fines per delay

Now the issue is clear:
“Inaccurate sprint estimations are causing repeated project delays and financial penalties for the IT team.”

Why use 5W2H?
→ Clears foggy thinking
→ Catches missing details
→ Builds team unity
→ Creates doable plans

Tips for success:
→ Keep answers short
→ Use plain words
→ Get team input
→ Update when needed

Where to apply it?
→ New projects
→ Workplace issues
→ Process reviews
→ Action plans

***

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P.S. Next time you face a messy issue, don’t guess.
Ask 5W2H and watch clarity spark action.

Would you use this with your team?

5W2H Framework infographic by Sergio D'Amico. A systematic problem-solving method using seven questions: What, Why, Where, When, Who, How, and How Much. Rooted in journalism, adapted for business use in quality management. Applications include planning projects, solving workplace problems, and improving processes. Benefits: clears foggy thinking, catches missing details, builds team unity. Tips: keep answers brief, use plain language, get team input. Example problem "Late Project Deliveries": WHAT - Projects miss deadlines by 2-3 weeks. WHY - Poor time estimation. WHERE - IT development team. WHEN - Past 4 sprints. WHO - Project managers and developers. HOW - No buffer in sprint planning. HOW MUCH - $5,000 penalties per late delivery. Problem Statement: Inaccurate sprint estimations cause project delays and financial penalties for IT team.

Efficiency dies in three ways: through waste, through strain, and through unevenness. Here’s how to spot each one.

Waste hides in plain sight.

But it’s not just waste you should fear.

Lean calls them the 3M’s: Muda, Muri, Mura.

They are the true foes of flow.

***

What Are the 3M’s?
→ 3 forms of waste.
→ Kill speed and joy.
→ You must hunt them down.

***

Breaking Down Each “M”

Muda: The 8 wastes
→ Wait time.
→ Moves with no need.
→ Steps with no point.

Muri: Too much strain
→ Push staff too hard.
→ Run gear too fast.
→ End in break or burn.

Mura: Uneven flow
→ Work goes high then low.
→ Chaos in pace.
→ Stress and mess.

***

Why They Hurt
→ Waste time and cash.
→ Drop work grade.
→ Kill team trust.

***

What You Gain by Fixing Them
→ Ship fast.
→ Cut spend.
→ Safe and proud staff.

***

How to Use the 3M’s

Step 1: Go see (Gemba)
→ Watch the real work.
→ Talk with staff.
→ Spot the 3M’s.

Step 2: Sort it out
→ Is it waste (Muda)?
→ Is it strain (Muri)?
→ Is it uneven flow (Mura)?

Step 3: Dig the cause
→ Ask “Why?” five times.
→ Fix the root, not the sign.

***

Make it a Way of Work
→ Not one big fix.
→ All staff join in.
→ Small wins stack up.

Train → Spot waste.
Praise → Small gains.
Keep → Best ways as norm.

***

How They Link
→ Mura breeds Muri.
→ Muri breeds Muda.
→ Clear Mura first.

***

Real World Signs
→ Wait in office docs.
→ Gear pushed past its limit.
→ Shops out of stock then rush.

***

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📌 P.S. Where do you see the 3M’s most in your work?

Infographic titled "Beyond Waste Reduction: Understanding Muda, Muri, and Mura" by Sergio D'Amico. Shows three interconnected concepts: Muda (Waste) - resources spent without adding customer value, includes defects, overproduction, waiting, unused talent, transportation, inventory, motion, excess processing. Illustrated with colorful waste bin. Muri (Overburden) - putting excessive demands on people or equipment, includes unrealistic objectives, lack of training, poor communication, inadequate equipment, risk of errors and fatigue. Illustrated with figure carrying 100kg weight. Mura (Unevenness) - irregular fluctuations in production flow, includes load peaks, workload spikes, team stress, quality decline, difficulty meeting deadlines. Illustrated with fluctuating arrow chart. Top sections explain benefits of reducing 3Ms, how to reduce them through Gemba approach, and how they work together with Mura causing Muri, Muri causing Muda.

Stop forcing change. Start creating it with people at the center. That’s the real power of ADKAR.

Change fails when people don’t buy in.

But ADKAR gives you a clear path to make it stick.

Here’s the model in 5 steps:

Awareness
→ Show why change is needed.
→ Share risks of doing nothing.

Desire
→ People must want the change.
→ Link it to job safety and growth.

Knowledge
→ Teach how the change works.
→ Train, guide, and share tools.

Ability
→ Turn skill into action.
→ Coach, test, and let people try.

Reinforcement
→ Keep the change alive.
→ Reward wins and track progress.

Here's an example: Implementing Lean Manufacturing

→ Awareness = show waste data and benchmarks
→ Desire = tie efficiency to job security
→ Knowledge = Lean training and CI tools
→ Ability = Kaizen events and idea systems
→ Reinforcement = measure waste cuts and reward gains

Here’s a fun example: Starting Office Coffee Breaks ☕

→ Awareness = share studies on coffee and team bonds
→ Desire = highlight better drinks + more social time
→ Knowledge = hold barista training and workshops
→ Ability = upgrade machines and set station rules
→ Reinforcement = run “latte art contests” and track team links

Change doesn’t have to be massive like Lean or digital shifts.

It can be as small as improving a coffee break.

The point?

When you guide people step by step, even small shifts stick.

And those small wins build trust for bigger ones.

***

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P.S. If you could improve one “small ritual” in your office with ADKAR, what would you pick?

The ADKAR Roadmap infographic by Sergio D'Amico shows a change management framework. ADKAR stands for Awareness, Desire, Knowledge, Ability, and Reinforcement - an individual-focused model developed by Prosci founder Jeff Hiatt. Benefits include focusing on individual change for organizational success, providing clear actionable steps, and identifying barriers. Implementation involves assessing current state, developing strategies for each phase, and monitoring progress. The five stages are: Awareness (understand need for change, communicate the why, address impacts), Desire (foster motivation, engage stakeholders, highlight benefits), Knowledge (provide training, equip with skills, offer resources), Ability (transform knowledge to action, practice skills, provide coaching), and Reinforcement (sustain change long-term, recognize adoption, monitor and adjust). Common challenges include resistance, poor communication, and inadequate training. Success is measured through KPIs and tracking

The most powerful act of leadership? Creating safety.
Deming’s 8th Point says it best: Drive out fear so everyone can work effectively.

Fear kills trust.

But trust is the fuel for real work.

Here’s how fear stops your team from doing their best:

1/ Fear hides truth
→ People hide bad news
→ You lose the chance to grow

2/ Fear blocks ideas
→ “Dumb” questions never asked
→ No spark, no new way to win

3/ Fear punishes
→ People get blamed, not problems fixed
→ The cause stays, the mess repeats

4/ Fear kills teamwork
→ People guard self, not help others
→ The group fails, the firm bleeds

5/ Fear bends numbers
→ Staff pad stats to look safe
→ Fake data, weak choices

6/ Fear from ratings
→ Annual scores stress minds
→ Growth stops, fear grows

7/ Fear of loss
→ Jobs feel at risk
→ Trust dies, work drops

8/ Fear shoots messengers
→ Staff fear to bring bad news
→ You miss key signs to improve

9/ Fear fakes reports
→ People twist facts to look good
→ You steer blind, risk grows

10/ Fear of job cuts
→ The strongest fear of all
→ It kills hope and drive

The cure?

Build trust.

Welcome bad news.

Thank those who speak.

Drop blame and dig root cause.

Secure jobs, kill fear, and lift your team.

***

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♻️ Share to help others build safe teams at work.
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📌 P.S. If fear rules, growth stops.
Do you feel safe to tell the truth at work?

Deming's 14 Points infographic by Sergio D'Amico focusing on Point 8: "Drive Out Fear so Everyone Can Work Effectively." Features W. Edwards Deming's photo surrounded by nine key concepts: Create Safe Space (people must feel secure to do their best), Fear Hides Problems (prevents reporting bad news and mistakes), Encourage Honest Questions (all questions are useful for learning), Stop Punishing Mistakes (find causes instead), Fear Kills Teamwork (people protect themselves first), Remove Annual Ratings (main source of fear and stress), Build Trust with Workers (management must earn trust and be honest), Don't Shoot Messengers (welcome bad news to improve), Fear Causes Wrong Numbers (people falsify data to avoid trouble), and Secure Jobs are Key (job security reduces the most powerful fear).

Your to-do list is killing your productivity. Replace it with this 3-column system instead.

Kanban boards aren’t about sticky notes.

They're about how you move work.

Here’s why teams shift to Kanban boards:

1: It shows work like a map
→ You see tasks, flow, and gaps fast

2: It sets WIP limits
→ Stops overload and keeps focus clear

3: It builds flow
→ Tasks move smooth, no pile-ups

4: It makes tasks real with cards
→ Each card = one job, one move, one win

5: It boosts speed with metrics
→ Track lead time, cycle time, throughput

6: It beats old-school plans
→ Pull work when ready, not when told

7: It grows with you
→ Start simple: To Do → In Progress → Done

8: It plugs into tools you know
→ Trello, Jira, MS Planner… all Kanban-ready

Kanban isn’t about boards.

It’s about clear work, less stress, and more done.

***

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📌 P.S. Do you use a Kanban board for your work, or do you still plan with lists?

Kanban Boards infographic by Sergio D'Amico showing a visual guide to efficient work management. Central 3D board displays three columns: To Do (blue), In Progress (red), and Done (green), each containing task cards. Six sections surround the board: What is Kanban explains it's a visual system for managing work from Toyota's lean manufacturing, meaning signboard in Japanese. Core Principles include visualize workflow, limit WIP, and manage flow. Basic Structure shows the three-column layout. Implementation involves starting with current process, agreeing on WIP limits, and holding regular meetings. Benefits include increased productivity, improved visibility, and enhanced collaboration. Kanban Metrics cover lead time, cycle time, and throughput. Kanban Cards represent individual tasks with details and deadlines that move across columns.

You don’t need decades to find your Ikigai.
ChatGPT can guide you in minutes.

Your life map is one prompt away.

But most people never find it.

Ikigai is the reason you wake up with joy.

It blends love, skill, need, and pay into one.

Why It Matters
→ Born in Okinawa, land of the world’s longest lives
→ “Iki” = life, “Gai” = value → life’s worth

Ask Yourself:
→ What do you love? ❤️
→ What does the world need? 🌍
→ What are you great at? 🏆
→ What can you earn from? 💰

When all four meet, that’s your Ikigai.

Why Live This Way?
→ More health, more joy, more calm
→ Work feels deep, life feels rich

Avoid These Traps:
→ Chase cash, lose joy
→ Ignore play, lose soul
→ Overthink, miss truth

Here’s the twist:

You don’t have to do this alone.

I’ve added a ChatGPT prompt that guides you step by step.

It even draws your Ikigai map for you at the end.

Copy–paste this into ChatGPT:

[ Okay, I want you to be an IKIGAI expert. Help me to find my passion. Please do what is necessary to achieve this goal. Please ask a maximum of one question at a time. And give me an example answer. Keep it short and inspiring. At the end, ask me if I want the Ikigai diagram drawn for me. ]

Use it. See your Ikigai come alive.

Credit for the prompt: _norodon_ on Reddit

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📌 P.S. Try the prompt and share your Ikigai below.

Infographic "Discover Your Ikigai: Find Joy and Purpose in Life" by Sergio D'Amico. Central Venn diagram shows four overlapping circles: What You Love (Passion), What You Are Good At (Expertise), What the World Needs (Mission), What You Can Be Paid For (Calling), with Ikigai at center. Ikigai is Japanese concept of life purpose rooted in Okinawan culture, combining "iki" (life) and "gai" (value). Benefits include bringing meaning, improving health, creating balance. Discovery involves identifying loves, world needs, strengths and rewards. Daily application: set purpose-aligned goals, reflect on passions, act with intention. Work alignment: focus on contribution over tasks, find joy in small moments. Includes ChatGPT prompt for finding passion.

Stop asking ChatGPT for random ideas. Train it with the Six Thinking Hats prompt and get structured creativity.

Don’t just wear hats. Let AI draw them for you.

Most teams talk in loops.

But you can break the loop with a tool + a prompt.

—

The tool is called the Six Thinking Hats.

It helps your team think one way at a time.

No more fights. No more chaos.

Each hat = one way to think:

🔵 Blue = Plan
⚪ White = Facts
🔴 Red = Feel
⚫ Black = Spot risks
🟡 Yellow = See bright sides
🟢 Green = Create new things

—

Here’s when to use it:

→ Planning big moves
→ Solving team fights
→ Brainstorming ideas
→ Testing risk before launch

—

Step by step:

→ Start with the blue hat

→ Pick the order for others
→ Give time for each hat
→ Don’t mix hats
→ Rotate if you must

—

And now the extra part:

I’ve added a ChatGPT prompt.

Paste it in, add your question, and ChatGPT will run the Six Hats for you.

It will even draw the answers into a clear summary.

Here’s the prompt (copy + paste):

ChatGPT Prompt:

***You are participating in a Six Thinking Hats analysis. For the following question, respond in six sections labelled:

White Hat (Facts) – Provide objective facts and data relevant to the question.

Red Hat (Feelings) – Share instinctive reactions and emotions.

Yellow Hat (Benefits) – Point out potential benefits and positive outcomes.

Black Hat (Risks) – Identify risks, challenges and what could go wrong.

Green Hat (Creativity) – Suggest creative solutions, alternatives or novel angles.

Blue Hat (Process) – Summarise key insights from the other hats and suggest next steps.

Question: [INSERT YOUR QUESTION HERE]

After completing all six sections, write a concise summary that integrates the different perspectives.***

Use it to test an idea.

Use it to solve a fight.

Or just use it to think smarter.

—

Credit for the prompt: julius8686 on Reddit

—

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Six Thinking Hats infographic by Sergio D’Amico: A parallel thinking framework by Edward de Bono using six colored hats for different perspectives. White Hat: facts and data. Red Hat: feelings and intuition. Black Hat: problems and risks. Yellow Hat: benefits and value. Green Hat: creative alternatives and solutions. Blue Hat: process, procedures, and plans.
Benefits: faster decisions, inclusive discussions, clearer problem-solving, reduced ego clashes. Use for team conflicts, brainstorming, strategic planning, and risk evaluation.
How to use: Explain each hat, define objective, start with blue hat, follow sequence, set time limits, rotate roles if needed.
Example for launching new product: 1-Choose sequence (white, red, black, yellow, green, blue), 2-Collect sales data, 3-Share team concerns, 4-Identify risks, 5-Highlight benefits, 6-Brainstorm packaging, 7-Plan timelines.
Avoid: skipping blue hat, mixing hats, letting emotions dominate, ignoring time limits. 


Improvement isn’t luck.
It’s leadership in action.

Leaders fail when they don’t commit.

But success comes when you build a culture that grows.

Here are 10 ways you can do it:

1: Set the vision
↳ Paint a clear goal your team can see
→ Share the “why” so all pull the same way

2: Lead by example
↳ Show, don’t just tell
→ Act with the same drive you expect

3: Empower teams
↳ Trust people to make choices
→ Praise new ideas and let them own results

4: Invest in growth
↳ Give tools, time, and space to learn
→ Growth of people = growth of company

5: Stay focused
↳ Keep eyes on long-term goals
→ Your team will follow where you look

6: Push for change
↳ Don’t fear new paths
→ Be open to ideas and shift when needed

7: Build bonds
↳ Break silos, share words, share wins
→ A united team runs faster than a split one

8: Drive accountability
↳ Clear goals, clear names
→ Review, track, and keep score visible

9: Show heart
↳ Listen more, judge less
→ Care and people will care back

10: Celebrate progress
↳ Clap for small wins
→ Failures teach too, mark both to grow strong

***

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P.S. Which of these do you see leaders miss most often?

Infographic "Building a Culture of Continuous Improvement Through Leadership Commitment" features lighthouse at sunset with eight strategies: Set the Vision (define goals, align strategy, communicate why), Lead by Example (engage actively, model behaviors, show transparency), Empower Teams (delegate authority, reward innovation, build trust), Invest in Development (provide training, support skills, allocate learning time), Sustain Focus (commit long-term, reinforce priorities), Encourage Adaptability (embrace change, stay open to feedback), Foster Collaboration (promote teamwork, break silos, share knowledge), Show Emotional Intelligence (listen to concerns, motivate with empathy), Drive Accountability (set measurable goals, track progress), Celebrate Progress (reward wins, learn from failures). By Sergio D'Amico.

Most companies skip training. But Deming’s 6th Point makes it clear: training on the job is non-negotiable.

Training is not an option.

But most firms still skip it.

Here’s why Deming’s Point 6 matters for you:

1: Training is an investment
→ You pay more for no skill than for skill.

2: Leaders need it too
→ Know the whole game, not just your part.

3: Clear steps win
→ No one should guess what good work looks like.

4: Teach about variation
→ People must see what they can and can’t control.

5: Track learning
→ Use charts to know when it’s time for the next skill.

6: Good teachers only
→ Bad ones hurt more than help.

7: Don’t blame workers
→ If they fail, it’s the system that failed.

8: Listen to staff
→ They know what slows them down.

9: Never stop training
→ Growth comes from new jobs, new skills.

10: Remove barriers first
→ Bad tools make good training useless.

Reference: W. Edwards Deming, Out of the Crisis

***

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📌 P.S. The cost of no training is far higher than the cost of training.

Do you train your team, or hope they learn by chance?

Infographic: "Deming's 14 Points for Better Management" by Sergio D'Amico, Point 6: "Institute Modern Methods of Training on the Job." Features W. Edwards Deming's photo surrounded by nine principles: Training is Essential (required investment, untrained cost more), Management Needs Training (leaders learn systems), Everyone Learns Their Job (clear instructions, no confusion), Teach About Variation (central problem, see system), Know When Training is Done (use charts, track progress), Use Good Teachers (get experts, avoid unqualified), Don't Blame the Student (system teaches, help succeed), Listen to Workers (they know problems, have ideas), Training Never Stops (continuous learning), Remove Barriers First (fix tools, eliminate blocks).

Want less stress and more focus at work?
The secret isn’t coffee, it’s 5S.

Clutter kills your focus.

But a simple method keeps it sharp.

Here’s the 5S system that makes work safe, fast, and clear:

What is 5S?
→ A simple system to stay tidy.
→ Helps you work faster and smarter.
→ Keeps your space clean each day.

Why use 5S?
→ No clutter = no stress.
→ Safer work for all.
→ Save time by finding tools fast.

The 5 Steps

1/ Sort (Seiri)
→ Toss what you don’t need.
→ Keep only what’s key.
→ Decide what stays or goes.

2/ Set in Order (Seiton)
→ Give each item a set spot.
→ Label shelves, bins, and racks.
→ Find tools quick, lose no time.

3/ Shine (Seiso)
→ Clean and fix each day.
→ Spot small issues before they grow.
→ Keep your space looking sharp.

4/ Standardize (Seiketsu)
→ Use rules that all can follow.
→ Simple checklists make it easy.
→ Same steps, same way, less chaos.

5/ Sustain (Shitsuke)
→ Make 5S a daily habit.
→ Celebrate wins with your team.
→ Stay sharp, don’t quit.

Change with 5S
→ Involve all from day one.
→ Train and guide with care.
→ Be firm and stay consistent.

Quick Wins
→ Start with one small clean zone.
→ Label spots for tools and gear.
→ Tidy up before you leave.

Tips for Success
→ Get all to join in.
→ Stick to your daily steps.
→ Make it fun and reward the wins.

How 5S keeps you safe
→ No trips from random junk.
→ Clear signs point the way.
→ Clean spots cut down accidents.

***

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📌 P.S. 5S is not just a tool. It’s a culture shift that makes work safe, smart, and stress-free.

👉 Which “S” do you think most teams skip?

Infographic titled ‘5S Essentials:  Stay Organized, Work Smarter. It explains the 5S system for workplace safety and efficiency. Step 1: Sort (Seiri) – remove unnecessary items, keep only what’s needed. Step 2: Set in Order (Seiton) – assign places for items, label clearly, organize tools. Step 3: Shine (Seiso) – clean and inspect daily, fix issues early. Step 4: Standardize (Seiketsu) – create clear rules, checklists, and use consistent markings. Step 5: Sustain (Shitsuke) – train teams, build habits, and celebrate success. Benefits highlighted: less clutter, safer work, clear walkways, and time saved. Visuals include walkway markings, safety icons, and simple illustrations of tidy, organized spaces. Infographic by Sergio D’Amico.

How to influence positive change at work using Nudge Theory, without force or micromanagement.

Change is hard.

But what if it could be simple?

Nudge Theory makes change stick.

It's a simple way to shift habits at work.
No orders. No push. Just small smart cues.

Here are the 7 steps that make it work:

Step 1: Define change
→Set a goal so clear it fits in one line.

Step 2: Their view
→Know what blocks them. Know what drives them.

Step 3: Use proof
→Facts and numbers show why the change is smart.

Step 4: Make it easy
→Give them one simple path. Add a small perk.

Step 5: Ask for input
→Open ears build trust. Feedback shows what to fix.

Step 6: Clear the path
→Remove steps that slow or annoy. Give them tools.

Step 7: Mark wins
→Cheer progress. Small praise grows big habits.

This works best when you need people to:
→ Learn a new tool
→ Cut waste in a process
→ Build healthy habits

It is not for crises or instant rules.

📌 Example: An office saw 10,000 paper cups wasted each year.
The fix? Give staff mugs, run a wash plan, and post weekly “cups saved.”
Cup waste fell fast. Staff felt proud, not pushed.

That is the power of a nudge.

***

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P.S. If you want change at work, start small.

Where could you use a small nudge at work?

The 7 Steps of Nudge Theory: How to Influence Positive Change at Work by Sergio D'Amico. Nudge Theory is a change management tool that guides people's decisions without forcing or mandates. Key benefits include reducing resistance to change, being cost-effective and simple, and empowering people. Ideal for process improvements, adopting new software, and encouraging healthy habits. Not suitable for emergency situations, complex ethical decisions, or when needing instant compliance. The 7 steps are: 1. Define Change - set clear goals and specify needed behaviors; 2. Their Perspective - understand hurdles, habits, and motivations; 3. Use Evidence - show data and proof to build credibility; 4. Easy & Attractive - simplify the process and offer rewards; 5. Listen to Feedback - create channels and hear concerns; 6. Remove Obstacles - fix problems and provide tools; 7. Short-Term Wins - celebrate successes and reinforce habits. Example: Reducing paper cup waste by defining the goal, etc.

Kaizen means improvement. But in practice, it means survival.

Kaizen is not growth.

It’s survival.

If you stop, you sink.

Here’s what Kaizen really does for you:

→ It cuts waste step by step.
→ It makes teams spot tiny gaps fast.
→ It pushes small wins each day.
→ It keeps you sharp when rivals sleep.

Kaizen is not a one-time move.

It’s a way to live.

A way to stay in the game when change is the rule.

A way to outlast when the market flips.

Big leaps can fail.

But small, steady moves keep you safe.

***

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📌 P.S. If you treat Kaizen as “nice to have,” you’ll be gone.

Do you see Kaizen as growth or as survival?

Industrial factory setting with five workers in blue uniforms with reflective stripes gathered around a tablet device on a production line. Above them, a large white display screen shows text reading 'Kaizen means improvement. But in practice, it means survival.' The workers appear to be collaborating and reviewing information on the digital device, illustrating the concept of continuous improvement in manufacturing. The background shows modern factory equipment, conveying lines, and industrial lighting in a clean, organized workspace environment. Created by Sergio D'Amico.

Most companies think they know what their customers want. QFD proves that assumption wrong, and saves millions in the process.

Build what users want. Not what you guess.

That’s the power of Quality Function Deployment (QFD).

1/ What is QFD?

Puts the user voice first
Turns wants into features
Boosts quality
Aligns teams
Cuts waste

2/ Origins

Born in Japan, 1960s
First at Mitsubishi
Then Toyota
Now used worldwide

3/ How to Build

List needs
Rank by weight
Link to design parts
Score links in a matrix
Act on top wins

4/ Mistakes to Avoid

Ignoring user voices
Complex charts
Skipping team input
No updates
Rushed steps

5/ Tips

Keep charts simple
Involve all groups
Update on time
Use visuals
Celebrate wins

6/ Benefits

Faster calls
Less cost
Happy users
Fewer fails
Teams aligned

***

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P.S. QFD is not just for car makers.
It works anywhere users shape your product.

👉 Would you try it in your next build?

Quality Function Deployment infographic by Sergio D'Amico. QFD turns customer needs into winning products through the "House of Quality" 10-step process: 1-List customer needs with user feedback 2-Rank needs by importance 3-Define technical features from needs 4-Link needs to features using strength symbols 5-Compare against competitors 6-Set measurable performance targets 7-Score relationships on 1-5 scale 8-Prioritize high-impact features 9-Add correlations showing feature interactions 10-Finalize and share with teams. Benefits include faster decisions, cost savings, better satisfaction, fewer errors, and team alignment. Tips: simplify charts, involve teams, update regularly, use visuals, celebrate progress. Bottom shows 4-phase flow where technical features determine parts characteristics, which determine process parameters, which determine process controls.

Problems keep coming back because you fix what you see, not what causes it. Ask “Why?” five times and solve it for good.

The 5-Why Method: Fix the Cause, Not the Symptom

What is 5-Why?
↳ A simple tool to dig past the surface by asking “Why?” five times.
↳ It leads you to the real cause, not just the first sign.

Why Use It?
↳ It shifts focus from patching pain points to solving deep flaws.
↳ That means real, lasting gains.

Step-by-Step Guide
1/ Name the problem.
2/ Ask “Why?” and write the answer.
3/ Repeat five times or until the cause is clear.
4/ Check if the root cause holds true.
5/ Act to fix it for good.

Example: Coffee machine fails in the morning rush.

↳ Why did it stop? → It overheated.
↳ Why? → Cooling fan failed.
↳ Why? → Vents clogged with dust and grounds.
↳ Why? → No one cleaned it.
↳ Why? → No set care plan.

Root Cause: No routine upkeep.
Fix: Daily cleaning list with named staff.

Benefits
↳ Builds sharp thinking.
↳ Turns signs into steps.
↳ Helps teams solve as one.

Pitfalls to Avoid
↳ Stop too soon.
↳ Blaming people.
↳ Skip proof and facts.

Best Practices
↳ Involve the people who do the work.
↳ Back each “why” with data.
↳ Fix process, not people.

Why It Matters
↳ Root cause fixes save time and cut cost.
↳ They raise trust, care, and flow across teams.

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Is 5-Why your go-to for finding the root cause?

The 5-Why Method infographic explains finding root causes in 5 steps by asking 'why' repeatedly. It's a problem-solving tool that moves beyond symptoms to address underlying issues for sustainable solutions. Steps: 1-Identify problem, 2-Ask 'Why?' and document answer, 3-Repeat 5 times until root cause is clear, 4-Validate root cause, 5-Take action. Coffee shop example: Machine stops working during rush. Why 1: Overheated. Why 2: Cooling system failed. Why 3: Vents blocked with grounds. Why 4: Not cleaned in weeks. Why 5: No maintenance schedule. Root cause: No preventive maintenance program. Solution: Create cleaning checklist. Common pitfalls: Stopping early, blaming people vs processes, ignoring data. Benefits: Critical thinking, actionable insights, teamwork. Best practices: Involve closest team, use data, focus on processes not people. Infographic by Sergio D’Amico.

Most projects fail not because of lack of talent, but because no one breaks the work down clearly. That’s exactly what a WBS fixes.

Big jobs break when they stay vague.

But when you break them down, you win back control.

Here’s how a Work Breakdown Structure (WBS) makes it simple:

1/ What is WBS?
Cuts big work into small steps.
Shows who owns what.
Makes the path clear.

2/ Key Benefits
No mix-ups.
Track real progress.
Save time and lower risk.

3/ Origins
Born at NASA in the 60s.
Used for space and war plans.
Still core to big jobs today.

4/ How to Build
Start with the goal.
Split into parts.
List tasks.
Assign owners.
Check the flow.

5/ Best Practices
Keep names short.
Limit levels.
Tie tasks to goals.
Bring team in.
Update often.

6/ Mistakes to Avoid
Stay clear, not vague.
Don’t miss key dates.
Don’t add too much.
Don’t skip reviews.

7/ Tools Needed
Board.
Sheet.
Trello/Asana.
Mind maps.
WBS apps.

8/ Tips
Use color.
Show in charts.
Start wide.
Stay open.


9/ Success Stories
Moon landings.
Apps.
Events.
New products.

10/ Example – Home Office
Space prep: plan, wire, net.
Set up gear: desk, shelf, PC, cords.

One map, less stress, more done.

***

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P.S. Try WBS on your next project. You’ll see the shift.

Work Breakdown Structure Made Simple infographic by Sergio D'Amico. Central diagram shows Home Office Setup project hierarchy with Space Preparation and Furniture & Equipment deliverables, broken into work packages and tasks. WBS breaks projects down, organizes tasks, visualizes steps, simplifies planning. Benefits: avoids confusion, tracks progress, saves time, reduces risks, boosts accountability. Origins from NASA 1960s projects, military planning. Success stories include Apollo mission, construction, software releases. How to Build: define goal, split into phases, list subtasks, assign owners, review hierarchy. Best Practices: simple labels, limit depth, align with goals, involve team, update regularly. Tips: color-code, use visuals, start broad, stay flexible. Tools: whiteboard, Excel, Trello/Asana, MindMap apps, WBS software. Avoid: vague tasks, missing deadlines, overcomplicating, skipping reviews.

This recap of 8 posts unpacks the Shingo Model of Excellence, its 10 guiding principles, and 6 books that will reshape your culture forever.

Excellence isn’t built overnight.

But you can build it with the right tools.

The Shingo Excellence toolkit is your starting point.

You’ll learn about:
☑︎ The Shingo Prize → a global mark of excellence
☑︎ The 10 Guiding Principles → rules that shape culture
☑︎ The 6 Shingo books → insights from deep workshops

The aim?
To help you build a culture that lasts.

One where values drive work.

One where your team owns growth.

One where wins don’t fade with time.

Here’s a recap of 8 key posts that guide you step by step.

***

The Shingo Model

Link: https://lnkd.in/ee3g6ZK4

***

The Shingo 10 Guiding Principles

Link: https://lnkd.in/em-kfYNM

***

Book 1: Discover Excellence

Link: https://lnkd.in/ePw7vHja

***

Book 2: Systems Design

Link: https://lnkd.in/eqvhg2MC

***

Book 3: Cultural Enablers

Link: https://lnkd.in/e-JTHfEJ

***

Book 4: Continuous Improvement

Link: https://lnkd.in/eHQDXtsy

***

Book 5: Enterprise Alignment and Results

Link: https://lnkd.in/er4BPjcX

***

Book 6: Complex Management Systems and the Shingo Model

Link: https://lnkd.in/eygHrWvt

***

Credit and reference: Shingo Institute

***

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The Shingo Excellence Toolkit collage featuring comprehensive guides on operational excellence. Left panel explains the Shingo Prize: a global excellence award founded in 1988 honoring Shingo Shingo, with real payoffs including boosted reputation and customer loyalty, plus worldwide recognition across all industries. The Shingo Model diagram shows interconnected elements: Guiding Principles at center, surrounded by Culture, Results, Systems, and Tools, with Tough Examiner Review process. Right panel presents the 10 Shingo Guiding Principles: Respect Every Individual, Lead with Humility, Embrace Scientific Thinking, Seek Perfection, Focus on Process, Assure Quality at the Source, Improve Flow & Pull, Think Systematically, Create Consistency of Purpose, and Create Value for the Customer. Bottom section displays six book summary infographics covering Cultural Enablers, Systems Design, and various Shingo principles. Created by Sergio D'Amico.

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