Chain of Learning: Leadership Strategies for Transforming Culture, Developing People, and Getting Results

Enter for your chance to win a copy of "Thoughtload" by Liane Davey: http://chainoflearning.com/85
Giveaway ends October 9th at 11:45pm Pacific Time.

Your team isn't resisting change. They don't have room for it.

It's not just workload that's overwhelming us, it's what Liane Davey calls our "thoughtload": the invisible tax on our performance and presence.

Liane is an organizational psychologist who works with CEOs and executive teams leading organizational transformation. In her latest book she uncovers how complexity, decisions, and emotional weight are draining us, leaving us feeling like there's too much to do and no space left to think.

We bring home what's weighing on us at work, and what we're worried about comes to the next meeting with us. We end up half-present, consumed by what's going on inside, not what's in front of us.

Liane shares how to lighten the noise inside your head to focus your attention, work through what you're carrying emotionally, and get your energy back.

Urgency, constant change, and the pressure to deliver aren't going away. But thoughtload is something you can manage, before it turns into leadership burnout for you or your team.

You’ll Learn:

• Why the person pushing back on your organizational change isn't a resistor, and what is actually going on inside their brain
• Why we've become intolerant of iteration, and how to position a decision so that correcting course doesn't land as flip-flopping
• How your team can be busy, productive, and still not moving toward the outcome
• How a heavy thoughtload keeps you from having a hard conversation, and how avoiding productive conflict makes your load heavier
• What it means to "metabolize your thoughtload", and why filling every walk and commute with input leaves no room to think

IMPORTANT LINKS:

• Full episode show notes: ChainOfLearning.com/85
• Connect with Liane Davey: linkedin.com/in/lianedavey
• Purchase a copy of Liane's book: thoughtload.com
• Learn more about Liane: lianedavey.com
• Follow me on LinkedIn: linkedin.com/in/kbjanderson
• Subscribe to my newsletter: KBJAnderson.com/newsletter
• Check out my website for resources and working together: KBJAnderson.com
• Join us on the Japan Leadership Experience: KBJAnderson.com/JapanTrip

TIMESTAMPS FOR THIS EPISODE:

03:00 Why it’s not the workload—it’s the thoughtload

06:00 How thoughtload undermines team performance

08:00 Why overwhelm shifts leaders from reflection to reaction

11:00 Three ways to manage your thoughtload

12:00 Why being productive doesn’t mean you’re effective

16:45 The problem with having too many priorities

19:00 How leaders can lighten their team’s thoughtload

20:45 Why your brain needs space to process, not more input

23:00 What change leaders miss about resistance

24:30 Why labeling people “change resistors” gets it wrong

29:30 How avoiding conflict makes your thoughtload heavier

32:30 Why managing thoughtload means saying no to good things

36:15 When changing direction is learning—not flip-flopping

37:25 What deserves to be in your thoughtload?

Enter for your chance to win a copy of "Thoughtload" by Liane Davey: http://chainoflearning.com/85
Giveaway ends October 9th at 11:45pm Pacific Time.

People-centered. Learning organization. Culture of continuous improvement. We use a lot of different words to describe what we are trying to create.

But do we actually mean the same thing? And if we all want it, what's stopping us from getting there? And what is the one thing that could have the biggest impact?

So I asked. And you answered.

Leaders and change practitioners around the world responded. There wasn't one shared definition or set of words for a people-centered learning culture. But the same essence was in almost every answer.

The pressures we're all working in are real, and they're not going away. Yet the biggest impact comes from something we can influence: our own leadership behavior. And that starts with us.

You’ll Learn:

• Why "people-centered" and "learning" are intertwined concepts that support each other in creating a learning organization
• How to describe what we're trying to build to leaders who never ask for a people-centered learning culture
• Why "respect for people" means more than treating people well, and how it's fundamental to developing people and organizational success
• How urgency, firefighting, and short-term pressure to deliver results exacerbate our pull toward doing rather than developing people
• Why the environment is seen as the barrier, and leadership behavior is the lever for change

IMPORTANT LINKS:

• Full episode show notes: ChainOfLearning.com/84 
• Follow me on LinkedIn: linkedin.com/in/kbjanderson
• Subscribe to my newsletter: kbjanderson.com/newsletter
• Check out my website for resources and working together: KBJAnderson.com
• Join us on the Japan Leadership Experience: KBJAnderson.com/JapanTrip 

TIMESTAMPS FOR THIS EPISODE:

02:03 What leaders actually want from their teams

04:31 Why urgency gets in the way of developing people

06:17 How ego and leader behavior limit ownership

08:22 When fear makes it harder to speak up and learn

10:37 The biggest lever for creating a people-centered culture

12:35 Why we can’t wait for the system to change

14:08 How caring pulls us into the Doer Trap

15:47 What “respect for people” really means

17:28 What people-centered leadership looks like in practice

18:07 How learning happens through the work

20:49 What people need to solve their own problems

22:35 Start with what you can influence

Enter for your chance to win a copy of "Thoughtload" by Liane Davey: http://chainoflearning.com/85
Giveaway ends October 9th at 11:45pm Pacific Time.

Overstepping ownership rarely looks like overstepping. It looks like moving things along.

You know how something could be improved, so you give your suggestion. Work gets done, progress is visible, but the person you were there to develop doesn't build the capability they need, and the improvement doesn't sustain.

Every change leader, manager, and executive does this at some point. And when we take on ownership of what isn't ours, we end up the bottleneck.

As a transformational change leader at Kaiser Permanente, Anna Pessah watches this play out every day with the internal consulting team she leads, and with the physician and operational leaders she supports.

We break down this challenge and share the practices to use instead. Leaders don't need to stop helping or teaching. It's about getting clear about what each person owns, and adjusting how you help based on what that leader needs in the moment.

When ownership sits in the right place, people grow, improvements hold, and you have the space to do what is actually yours to do.

You’ll Learn:

• How to make ownership explicit from the start, by contracting up front and saying out loud which hat you're wearing, coach or consultant or teacher
• Why leaders learn good coaching practices best by being coached, and how making your own practice visible lets others model it
• Why the pull to step in gets stronger the more you care about the outcome
• Why a new practice often swings too far one direction at first, and how to find the middle without abandoning it
• When asking coaching questions stops being helpful, and how to be directive without taking over the thinking

ABOUT MY GUEST:

Anna Pessah leads the internal consulting team that oversees the operating system at the North Valley Service Area of Kaiser Permanente, where she coaches physician and operational leaders on strategy, management systems, and the behaviors that support a culture of improvement. She is an industrial engineer from the University of Michigan and an ICF-certified coach. Anna brings a blend of systems thinking, operational improvement, and leadership development to help leaders generate insight, turn goals into action, and build habits that stick.

IMPORTANT LINKS:

• Full episode show notes: ChainOfLearning.com/83 
• Connect with Anna Pessah: linkedin.com/in/anna-pessah 
• Follow me on LinkedIn: linkedin.com/in/kbjanderson 
• Subscribe to my newsletter: kbjanderson.com/newsletter 
• Check out my website for resources and working together: KBJAnderson.com

TIMESTAMPS FOR THIS EPISODE:

03:16 Why change leaders struggle to keep ownership with leaders

05:22 When helping starts creating dependence

06:15 Building capability instead of becoming the bottleneck

07:12 Why doing more can make your job harder

09:23 Getting explicit about roles and ownership

11:25 Why new practices require reflection and adjustment

13:17 Making your leadership practices visible

16:03 How to give direction without taking over

22:16 What happens when leaders operate at the wrong level

24:05 The personal cost of staying in the weeds

25:30 Why helping can turn into overstepping

27:43 When coaching questions aren’t helpful

31:25 The power of listening—and leaving space

36:46 Why humility is essential to learning

38:18 Recognizing your own pull to control

39:06 Simple practices for keeping ownership where it belongs

Enter for your chance to win a copy of "Thoughtload" by Liane Davey: http://chainoflearning.com/85
Giveaway ends October 9th at 11:45pm Pacific Time.

Profit or cash. Efficiency or flexibility. Speed, or doing it right.

Leaders feel like they have to make trade-offs like these all the time. But the choice often isn't real.

Some contradictions are unavoidable. Others only look that way until you understand the real problem. The most effective organizations realize they don't have to pick a side if they can resolve the underlying tension.

Olivier Larue has spent three decades helping companies do this, which he's documented in his three-book series The Toyota Economic System: a philosophy about people and society, the technical design that turns it into results, and the management practices that keep it alive through continuous learning.

The real breakthrough is never the tools, optimizing one part of the system, or making unnecessary tradeoffs. It's how every part connects, and understanding the real problem to solve, so people remain the focus and results last.

You’ll Learn:

• How to tell a contradiction that's real from one that only looks real, so you stop choosing between things you can't afford to lose
• Why an economic lens, not an operational one, changes where you look for the answer
• Why the number and order of Toyota's seven wastes aren't arbitrary, and why the first one drives how you understand the rest
• Why declaring people "empowered" means nothing without the conditions that let them act on it
• How respect for people extends to avoiding layoffs even in downturns, and why that matters in a world of AI and supply chain disruptions

ABOUT MY GUEST:

Olivier Larue was trained by Toyota Motor Corporation and has spent thirty years helping Fortune 500 companies design and implement industrial manufacturing solutions, including more than a decade as a consultant with TSSC, the Toyota Production System Support Center, and hands-on work in the biopharmaceutical industry. He is the founder and president of Ydatum, and the author of the three-book series The Toyota Economic System.

IMPORTANT LINKS:

• Full episode show notes: ChainOfLearning.com/82 
• Connect with Olivier Larue: linkedin.com/in/olivierlarue 
• Purchase a copy of The Toyota Economic System (three-book series): https://www.amazon.com/Toyota-Economic-System-Environmental-Stewardship
• Learn more about Ydatum: ydatum.com 
• Follow me on LinkedIn: linkedin.com/in/kbjanderson 
• Subscribe to my newsletter: kbjanderson.com/newsletter 
• Check out my website for resources and working together: KBJAnderson.com 
• Join us on the Japan Leadership Experience: KBJAnderson.com/japantrip 

TIMESTAMPS FOR THIS EPISODE:
02:43 How a NUMMI experience shaped Olivier years later

05:14 Why call it the Toyota Economic System?

09:42 Profit vs. cash: the trade-off companies get wrong

12:32 Why Just-in-Time doesn’t mean zero inventory

16:30 What happens when company values and work conflict

20:20 Why leaders have to “earn” how they manage

21:42 Why Toyota’s seven wastes are in a specific order

23:38 The hidden cost of human waiting

27:20 Why leadership skills alone aren’t enough

30:05 Why organizations keep repeating the same problems

31:26 What Andon actually means for empowerment

35:17 The leadership response that makes problems safe to surface

39:16 Why Toyota can avoid layoffs during downturns

44:30 The unanswered question about AI and economic growth

48:30 How enthusiasm turns pull into push

50:44 Why isolated improvements don’t transform systems

54:35 Refusing the either/or trade-off

Enter for your chance to win a copy of "Thoughtload" by Liane Davey: http://chainoflearning.com/85
Giveaway ends October 9th at 11:45pm Pacific Time.

Your leadership style isn't the problem. Your default is.

The gap between how you're leading and what the person in front of you actually needs is one of the most common and most invisible places leaders get stuck. Most of us default to one mode and don't notice the mismatch until something breaks down.

Suzie Bishop has spent over a decade at the Center for Leadership Studies helping leaders close that gap and strengthen their leadership effectiveness. Her new book, Situational Leadership, puts nearly sixty years of research into a practical framework for reading the situation, building leadership flexibility, and adapting your approach.

Suzie walks through the four leadership styles, how to read what someone needs in a given situation, and how to adapt your approach to coach, develop leaders, and lead through influence.

The best leaders don't pick one style and commit. They pause, assess the situation, and flex to have the impact you intend.

You’ll Learn:

• Why "leadership is influence" reframes how you lead, and why influence has nothing to do with manipulation or control
• How to diagnose what someone needs, and why one person can require four different approaches in the same conversation
• How leadership flexibility and adaptability differ—and why knowing the styles isn't the same as knowing when to use them
• Why only asking coaching questions can leave people stuck, and how to know when to step in with more directive leadership
• How the "power of the pause" helps you move from reacting out of habit to adapting with intention

ABOUT MY GUEST:

Suzie Bishop is VP of Product Development at The Center for Leadership Studies. She's a Certified Professional in Training Management, a Stakeholder Centered Coach, and a Marshall Goldsmith 100 Coach. Suzie is co-author of Situational Leadership: The Model for Leading Others, Navigating Change and Unlocking Performance and is currently writing her next book, Match: How to Meet Leaders Where They Are, with Marshall Goldsmith.

IMPORTANT LINKS:

• Full episode show notes: ChainOfLearning.com/81 
• Connect with Suzie Bishop: linkedin.com/in/suzie-bishop 
• Purchase a copy: Situational Leadership: The Model for Leading Others, Navigating Change and Unlocking Performance by Suzie Bishop and Sam Shriver
• Match: How to Meet Leaders Where They Are by Suzie Bishop and Marshall Goldsmith (November 2026)
• Learn more about The Center for Leadership Studies: situational.com
• Follow me on LinkedIn: linkedin.com/in/kbjanderson 
• Subscribe to my newsletter: kbjanderson.com/newsletter 
• Check out my website for resources and working together: KBJAnderson.com 
• Join us on the Japan Leadership Experience: KBJAnderson.com/japantrip 

TIMESTAMPS FOR THIS EPISODE:

02:52 Why leadership is influence, not control

04:43 Creating the conditions without controlling

06:51 What Situational Leadership looks like in practice

07:35 Flexibility vs. adaptability: the critical difference

07:48 The four Situational Leadership styles

11:41 How to recognize your natural leadership tendency

13:08 When asking questions isn’t effective coaching

16:46 How to be directive without taking away ownership

17:37 The cost of not adapting how you lead

21:37 Why organizations need a common leadership language

24:05 Creating the conditions for people to ask for help

25:24 The leadership challenge even top executives struggle with

29:06 How to give direction without taking over

30:33 Influence versus control when you have authority

31:06 Three types of power that shape your influence

32:51 Why trust is your most important source of power

36:02 The difference between flexibility and adaptability

37:08 Practice an intention pause before you respond

Enter for your chance to win a copy of "Thoughtload" by Liane Davey: http://chainoflearning.com/85
Giveaway ends October 9th at 11:45pm Pacific Time.

How many problems are actually visible in your organization?

Research shows senior leaders see just 4%. The other 96% stay hidden — invisible, yet still there. And some aren't even recognized by employees as problems anymore, because they have become the norm.

We all say we want psychological safety. But you don't get it by saying you want it. People-centered leadership is about creating conditions for people to speak up and highlight issues by how you, and leaders across your system, respond.

Recorded live with a group of global leaders participating in my Japan Leadership Experience in May 2026, this special episode celebrates the sixth anniversary of Learning to Lead, Leading to Learn. You'll hear Isao Yoshino, a 40-year Toyota leader and the subject of my book, reflect on three of the book's most talked-about stories.

These examples bring two of Toyota's mottos to life, "bad news first" and "no problem is a problem," and show why a leader's response is what turns problems into a culture of improvement:

• How his manager's response to a huge paint-shop mistake in his first months at Toyota shaped how he saw a leader's role
• How andon — signaling a problem and stopping the line — changed the culture at NUMMI
• How he found the courage to highlight his failing water ski boat business to President Fujio Cho

Whether on the front line or in the boardroom, creating the conditions where bad news comes first, and support follows, is what builds a culture of excellence.

You’ll Learn:

• Why a leader's response to a mistake is fundamental to effective leadership and matters more than the mistake itself
• The two actions behind a bad-news-first culture: respond down to help, not blame, and signal up when something's off course
• Why andon is a leadership practice, not just a factory signal, that works from the shop floor to the executive suite
• What the NUMMI turnaround shows about culture change: people adopt a better way when they discover it, not when they're told
• Why "thank you for this mistake" is the keystone move for building psychological safety

ABOUT MY GUEST:

Isao Yoshino spent forty years at Toyota, from the late 1960s to the early 2000s, where he helped shape the people-centered learning culture the company is known for today. He was a key leader in the Kan-Pro senior-management development program and led the training of the American managers at NUMMI, the Toyota-GM joint venture, where he hired John Shook. He is the subject of Katie Anderson's Shingo Publication Award-winning book, Learning to Lead, Leading to Learn.

IMPORTANT LINKS:

• Full episode show notes: ChainOfLearning.com/80
• Order your copy of Learning to Lead, Leading to Learn: LearningToLeadLeadingToLearn.com
• Follow me on LinkedIn: linkedin.com/in/kbjanderson
• Subscribe to my newsletter: kbjanderson.com/newsletter
• Check out my website for resources and working together: KBJAnderson.com
• Join us on the Japan Leadership Experience: KBJAnderson.com/japantrip

TIMESTAMPS FOR THIS EPISODE:
02:18 Andon: Why a leader's response matters

03:16 The paint mistake that shaped Mr. Yoshino's leadership

05:28 Why Mr. Yoshino was thanked for his mistake

09:34 The leadership lesson that lasted 40 years

11:22 Why Toyota starts every leader on the front line

12:18 Inside the early days of NUMMI

17:13 Why workers were afraid to stop the line

23:34 What changed the culture at NUMMI

24:40 Why leaders only see 4% of problems

25:16 Responding down instead of blaming

25:50 Asking for help at the leadership level

28:43 Why President Cho flew to a failing business

34:17 The power of bad news first

35:54 Mr. Yoshino's biggest leadership regret

38:19 When doing it yourself becomes the problem

39:05 The response that creates culture

40:28 The two behaviors every leader needs

42:02 Two questions to reflect on this week

Enter for your chance to win a copy of "Thoughtload" by Liane Davey: http://chainoflearning.com/85
Giveaway ends October 9th at 11:45pm Pacific Time.

Efficiency and cost savings aren't what makes operational excellence last. People are.

The leaders who create enduring, high-performing organizations are after something beyond business results. They want a company where people end the day more capable, more confident, more energized than when it began. That's the difference between a workplace that wears people down and one that builds powerful people.

Gary Peterson spent more than 30 years building that kind of culture of continuous improvement at OC Tanner. But the hardest part wasn't creating the systems or processes to get better outcomes. It was his own transformation — coming to see how, without meaning to, he'd become the leader getting in his people's way.

Put people first, and the results follow. 

And the deepest transformation you'll ever lead is your own.

You’ll Learn:

• Why operational excellence only lasts when leaders focus on building people, not just cutting costs and eliminating waste
• Why the best leaders make an identity shift from being the expert with every answer to creating the conditions for others to solve problems
• What it takes to move managers from enforcers to coaches and make continuous improvement something your team never fears, even as roles and headcount shift
• How to influence real organizational change when you have no authority to make anyone follow
• Why so many leaders give up on culture change too soon, and how long it really takes

ABOUT MY GUEST:

Gary Peterson spent more than 30 years at OC Tanner, where he held leadership roles across manufacturing, marketing, and operations, most recently as Executive Vice President of Supply Chain and Manufacturing. He led the people-first transformation that earned OC Tanner the Shingo Prize and made it one of the few companies Toyota holds up as a global showcase for its system outside automotive. Gary is an Association for Manufacturing Excellence Hall of Fame inductee.

IMPORTANT LINKS:

• Full episode show notes: ChainOfLearning.com/79 
• Connect with Gary Peterson: linkedin.com/in/garypeterson 
• Follow me on LinkedIn: linkedin.com/in/kbjanderson 
• Subscribe to my newsletter: kbjanderson.com/newsletter 
• Check out my website for resources and working together: KBJAnderson.com 
• Join me on the Japan Leadership Experience: KBJAnderson.com/japantrip

TIMESTAMPS FOR THIS EPISODE:
03:44 Why Toyota saw something different at OC Tanner

05:02 The real purpose of operational excellence

07:19 How Gary knew the culture was changing

09:00 Creating people who change the world

12:13 The outcome every leader should want

13:07 Two pillars that shaped the journey

14:26 Breaking a culture of fear and control

15:35 The five-minute habit that changed everything

17:15 Redefining what it means to be a manager

19:12 Why transformation takes longer than you think

20:05 What to do when leaders don't support the change

22:26 The experiment that almost got shut down

24:19 Helping managers make the coaching shift

25:23 When people outgrow their leaders

28:28 Why improvement should never threaten jobs

30:23 The manager who couldn't stop yelling

32:23 The leadership habit that destroys ownership

35:35 Becoming the leader you never wanted to be

37:00 The habit that was holding people back

38:01 The executive behavior that shuts people down

40:07 Proving your worth vs. creating conditions

45:37 Showing results isn't the same as showing people

49:53 Where transformation really begins

51:16 The question every leader should ask about their people

53:34 When helping starts limiting growth

55:14 The shift that made everything else possible

Enter for your chance to win a copy of "Thoughtload" by Liane Davey: http://chainoflearning.com/85
Giveaway ends October 9th at 11:45pm Pacific Time.

Have you poured months into a strategy your team couldn't bring to life? Or watched capable people work harder than ever, and still struggle to pull together as a team?

High performance isn't about a better strategy, more talent, or longer hours. It's about how your team works together, every single day.

Karina Mangu-Ward, author of Teams That Meet the Moment, has spent more than a decade helping complex organizations redesign the messy day-to-day of how people actually get things done together. Her belief: good everyday teaming habits are both good for people and good for results. You don't have to choose between them.

Making this real doesn't require a reinvention. You just need the right structure and the intention to show up differently. In this episode, Karina shares simple, tangible practices you can use in your very next meeting or strategic project.

You’ll Learn:

• The three lies leaders tell themselves about teamwork, and why believing them holds your team back
• How the framework of the "Even Over" ends the swirl when your team is stuck choosing between two competing options
• Why creating a "Safe to Try" process gets a team unstuck when you're chasing consensus and certainty
• What a steady team cadence unlocks when everything around you feels like an emergency
• The instinct nearly every high performer has to unlearn before they can build a team that thrives

ABOUT MY GUEST:

Karina Mangu-Ward is a partner at August Public, an organizational change consultancy that helps large, complex organizations build more human-centered ways of working, whose clients include PepsiCo, Planned Parenthood, and Sundance. She's the author of Teams That Meet the Moment: 9 Practices for Unlocking Performance and Growth in Uncertain Times. Karina's passion is helping groups navigate complexity, gain insight, and unlock highly complex challenges.

IMPORTANT LINKS:

• Full episode show notes: ChainOfLearning.com/78 
• Connect with Karina: linkedin.com/in/karina-mangu-ward 
• Purchase a copy of Karina's book: Teams That Meet the Moment
• Learn more about Karina’s company: aug.co 
• Take the Team assessment: assessment.aug.co 
• Follow me on LinkedIn: linkedin.com/in/kbjanderson 
• Subscribe to my newsletter: kbjanderson.com/newsletter 
• Check out my website for resources and working together: KBJAnderson.com 
• Join us on the Japan Leadership Experience: KBJAnderson.com/japantrip 

TIMESTAMPS FOR THIS EPISODE:
03:01 Why great strategy still fails
04:13 The hustle culture myth that's burning teams out
05:20 Everyday habits drive extraordinary teams
07:11 Meeting the moment in uncertain times
09:13 The "Safe to Try" mindset that breaks gridlock
11:18 Setting guardrails without limiting innovation
12:06 Why small bets outperform big risks
13:29 Unlearning the need to have the answer
15:17 Why sticky practices beat complicated frameworks
17:16 Simple retrospectives that strengthen learning
20:19 The surprising cost of treating everything like an emergency
22:09 Using "Even Over" to make better trade-offs
25:28 Intention over reaction in decision-making
30:32 When perfection becomes procrastination
31:53 Why working in public accelerates learning
34:22 The power of stories over instruction
37:08 Intention + practice = better leadership
39:14 What trade-off do you need to make?

Enter for your chance to win a copy of "Thoughtload" by Liane Davey: http://chainoflearning.com/85
Giveaway ends October 9th at 11:45pm Pacific Time.

Joy isn't a perk. It's a business strategy.

Have you ever wondered whether work has to feel this hard? Whether the team you've built can actually function without you? Whether there's a way to lead that doesn't burn you — or your people — out?

Rich Sheridan built Menlo Innovations around one bold idea: ending human suffering in the workplace. The result is a company where joy isn't a slogan. It's how things actually get done. It's a place built on collaboration, human energy, and pride in what people create together.

Joy isn't constant happiness. It's the long arc of meaning and contribution alongside people who care. And it becomes possible the moment you stop being the center of every problem and start creating the conditions for ownership, continuous learning, and yes, joy.

You don't have to change the world. You just have to change your world.

You’ll Learn:

• The mistake most leaders make about mistakes, and why more mistakes can get you ahead faster
• Why what looks like a questionable decision from below makes sense from above
• The difference between joy and happiness, and why most leaders are chasing the wrong thing
• Why running a small experiment will move you further than creating the perfect plan
• What it really takes to build a company designed to last a hundred years

ABOUT MY GUEST:
Rich Sheridan is the co-founder, CEO, and Chief Storyteller of Menlo Innovations, a software development and consulting firm known for its people-centered culture and focus on joy in the workplace. He is the author of Joy, Inc. and Chief Joy Officer and was inducted into the Shingo Academy in 2022 for his contributions to organizational excellence.

IMPORTANT LINKS:

• Full episode show notes: ChainOfLearning.com/77
• Connect with Rich Sheridan: linkedin.com/in/menloprez
• Follow me on LinkedIn: linkedin.com/in/kbjanderson
• Subscribe to my newsletter: kbjanderson.com/newsletter
• Check out my website for resources and working together: KBJAnderson.com
• Join us on the Japan Leadership Experience: KBJAnderson.com/japantrip
• Purchase a copy of Rich's books: Joy, Inc. and Chief Joy Officer
• Learn more about Menlo Innovations: menloinnovations.com
• Tugboat Institute: tugboatinstitute.com

TIMESTAMPS FOR THIS EPISODE:
02:37 When work no longer feels sustainable
05:26 The moment Rich realized the problem wasn't technology
07:27 What an 8-year-old noticed about leadership
08:23 Why hero-based organizations scale through exhaustion
09:39 When caring becomes carrying
12:21 The codependency leaders develop with crises
14:09 What joy at work actually means
17:13 Working with pride and delighting customers
19:17 Why human energy is a leadership responsibility
21:00 What's the cost of not having joy?
23:28 From constant firefighting to two emergencies in 25 years
25:24 Joy vs. happiness: What's the difference?
27:02 Why joy isn't happiness every day
32:17 The phrase that keeps Menlo moving forward
34:15 The leadership lesson Rich learned from flying
40:39 Why Menlo isn't chasing exponential growth
43:02 The book that changed Rich's career
45:18 Why crisis practices work when there isn't a crisis
47:28 Why your system keeps producing the same results
49:38 The shift from carrying to creating conditions for change leadership
51:46 Why stepping in can hold people back

Enter for your chance to win a copy of "Thoughtload" by Liane Davey: http://chainoflearning.com/85
Giveaway ends October 9th at 11:45pm Pacific Time.

What does it really take to sustain a culture of continuous improvement –  through pressure for results, across generations, and into an era of AI?

In this final episode of my three-part series with John Shook, one of the most influential leaders and thinkers in the global lean community, we turned to the questions on your mind. 

Before we sat down to record, I asked listeners to submit your questions. We cover four of them specifically here, though many others were addressed in Parts 1 and 2, and together they highlight the tensions change leaders and executives face every day.

At the end, as we promised in Part 2, John shares his parting reflections and advice for all of us leading transformation to create people-centered learning cultures. It’s not just what we should stop doing, it’s what we need to continue. Starting with ourselves.

If you haven't listened to episodes 74 and 75 yet, start there first as you won’t want to miss hearing this conversation in full.

You'll Learn:

• Why leaders should be patient for results but impatient for action
• Why getting to the assumptions that underlie your principles and values is where the real work of culture change begins
• How aligning around the real problem to solve helps close the gap across generations and perspectives
• What the original intention of jidoka — separating machine work from human work — can teach us about navigating AI and keeping technology in service of people
• The real purpose of kaizen and continuous improvement

ABOUT MY GUEST:
John Shook spent eleven years with Toyota in Japan and the U.S., where he helped transfer the Toyota Production System globally. He later served as President of the Lean Enterprise Institute and Chairman of the Lean Global Network.

John is the co-author of the award-winning books Learning to See and Managing to Learn, and wrote the foreword to my book Learning to Lead, Leading to Learn. As an industrial anthropologist, he brings a perspective that connects culture, systems, and practice to bridge deep thinking with real-world application.

IMPORTANT LINKS:

• Full episode show notes: ChainOfLearning.com/76
• Connect with John Shook: lean.org/about-lei/senior-advisors-staff/john-shook/ 
• Follow me on LinkedIn: linkedin.com/in/kbjanderson 
• Subscribe to my newsletter: kbjanderson.com/newsletter
• Check out my website for resources and working together: KBJAnderson.com
• Join us on the Japan Leadership Experience: KBJAnderson.com/japantrip 
• Purchase a copy of, “Learning to Lead, Leading to Learn,”: https://kbjanderson.com/learning-to-lead/ 

TIMESTAMPS FOR THIS EPISODE:

02:28 [Listener Question] How do you balance patience with action?

04:06 Avoiding solution jumping and analysis paralysis

05:20 [Listener Question] What will matter most for the next generation of organizations?

07:21 Why underlying assumptions matter more than artifacts

08:28 The deeper level of hansei and reflection

08:53 [Listener Question] How do you bridge generations without slowing improvement?

10:43 Quick PDCA vs. long-cycle learning

11:23 Aligning people around shared purpose

13:56 [Listener Question] In our age of AI, how do we stay true to jidoka's original intent, separating machine work from human work?

14:12 AI, jidoka, and protecting human work

15:23 Four questions to navigate uncertainty

16:17 Why respect for people still matters in AI

17:15 Jidoka beyond “automation with a human touch”

18:54 Curiosity, experiments, and learning with AI

19:30 The promise and risk of AI thinking for us

22:08 PDCA beyond engineering and problem solving

25:39 The purpose of kaizen is to do more kaizen

26:18 Creating conditions for people to think and grow

27:00 Shifting from leading change to creating conditions

Enter for your chance to win a copy of "Thoughtload" by Liane Davey: http://chainoflearning.com/85
Giveaway ends October 9th at 11:45pm Pacific Time.