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Ever feel like your team is playing whack-a-mole with issues that keep coming back? We dive into a practical, leader-ready system for turning chaos into continuous improvement by defining problems clearly, separating facts from opinions, and focusing on prevention instead of blame or endless reminders. Along the way, we unpack Taiichi Ohno’s challenge, “Having no problems is the biggest problem” and show how that mindset shift fuels better safety, quality, and performance.

We walk through Toyota’s seven-step approach, a simple five-question problem matrix that aligns stakeholders fast, and the essentials of Five Whys without getting lost in analysis. You’ll learn why containment is only a first step, how to design the right cross-functional team with a clear champion, and how to keep scope creep at bay with a disciplined parking lot. One story brings it home: daily inspections felt responsible, but a small preventive change delivered a real fix—proof that the right problem statement can reveal an elegant solution.

If you lead people, run projects, or care about operational excellence, this conversation is a playbook for smarter decisions and fewer repeat failures. You’ll leave with tools to clarify the problem, find the true point of cause, test countermeasures, and standardize what works—so improvements stick and your team stops fighting the same fires. Subscribe for more leadership tactics, share this with a teammate who loves root cause work, and leave a review telling us your best Five Whys win.

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Safety culture doesn’t live on posters; it lives in what leaders choose to value every day. We sit down to unpack how treating safety as a core value—not a rotating priority—changes everything from trust to engagement to operational excellence. Instead of telling people to “be safe,” we share the specific habits that make safety visible and real: asking open-ended questions that spark thinking, turning walkthroughs into hazard-spotting sessions, and responding to issues in the moment so people see what truly matters.

We dig into the link between safety and credibility. When leaders devote five minutes to their “top priority,” teams notice the mismatch. You’ll hear practical ways to close that gap, including how to invite employee input on risk, why to route feedback through the leadership chain, and how to coach without shaming so psychological safety grows. We also talk about the power of modeling: one missed vest or pair of goggles can undo months of culture work. Owning mistakes, thanking people who correct you, and holding yourself to the standard signals that safety is everyone’s job.

At the heart of it all is care. Many workers follow rules to avoid trouble, not because they feel valued. We discuss how to make the why personal—so people go home safe because they matter to their families and to us. That shift pays off across the board: fewer incidents, stronger quality, better productivity. Anchoring the conversation in Maslow’s pyramid, we explain why meeting basic and safety needs is the foundation for unlocking higher performance, creativity, and continuous improvement. If you’re new to a team, start here: build safety culture first, set clear expectations at every leadership level, and practice the behaviors daily.

If this conversation resonates, subscribe, share it with a leader who needs it, and leave a review with the one safety question you’ll ask your team this week.

The Five Leadership Behaviors Covered are..

• Defining safety culture as shared values and behaviors
• Using open-ended questions to surface risks
• Treating safety opportunities as important in the moment
• Purposeful walkthroughs to observe hazards and behaviors
• Balancing immediate correction with leader follow-up
• Modeling perfect compliance and welcoming feedback
• Caring out loud to make safety personal and real

More information on Maslow's Pyramid: Maslow’s Hierarchy of Needs Explained + Pyramid Diagram — BiteSize Learning

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Salvatore Manzi knows firsthand the paralyzing fear of public speaking. As an introverted, analytical-minded person, his first time on stage ended with his voice literally evaporating mid-presentation. That humbling experience launched him on a 20-year journey studying cognitive psychology and neuroscience to develop frameworks that help leaders communicate with clarity and confidence.

Throughout this illuminating conversation, Salvatore reveals why brilliant people with poor communication skills often struggle while those with average ideas but superior delivery thrive professionally. For new leaders transitioning from individual contributor roles, this disparity becomes especially critical as communication demands increase dramatically.

"We all make a living with our voice, written or verbal," Salvatore emphasizes, highlighting why mastering communication fundamentals is non-negotiable for leadership success. His approach is particularly valuable for data-driven, analytical professionals who must translate complexity into clear, compelling messages for diverse audiences.

The discussion explores practical techniques like expanding vocal range through audiobook mimicry, using specific feedback requests to improve delivery, and implementing the powerful "You Then Me" principle to build rapport before sharing your agenda. Salvatore also unpacks the nuances of communicating across cultural differences, explaining the distinction between high-context cultures where much is implied versus low-context cultures where explicit explanation is expected.

Perhaps most powerfully, Salvatore shares how metaphor and storytelling transform information retention. "Metaphors move minds," he explains, recounting how one tech leader skyrocketed from manager to SVP in just one year by using a simple Prius metaphor to make her technical insights accessible and memorable.

Whether you're a new supervisor leading your first team meeting or an experienced manager presenting to executives, this episode offers invaluable frameworks to help you communicate with greater impact, authenticity, and effectiveness. Salvatore's upcoming book "Clear and Compelling: Communication Strategies for Big Thinkers with Bold Ideas" promises to expand on these insights.

Additional Information about Salvatore and his upcoming book:

Clear and Compelling Playbook

Website: Home - Salvatore Manzi

Salvatore J. Manzi | LinkedIn

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Derek Crager shares his journey from skilled tradesperson to creating Amazon's highest-rated leadership training program, drawing on his unique perspective as someone diagnosed with autism, ADHD, and dyslexia at age 50. Here are some of the highlights of this episode with Derek.

• Building relationships and establishing trust before transferring knowledge is the foundation of effective training
• Psychological safety is crucial for team members to feel comfortable communicating openly without fear
• Understanding personality differences helps leaders adapt their approach using the "platinum rule" - treat others as they want to be treated
• Reducing Amazon's attrition rate from 83% to 31% saved $152 million in the first year
• Bridging the gap between operations and maintenance teams through communication creates benefits for everyone
• AI should enhance human capabilities rather than replace jobs - "someone with AI will always outperform someone without AI"
• Focus on solving real problems rather than implementing technology solutions for non-existent issues
• Good leaders develop their team members not just to work for them but to lead their own teams

Some of Derek's information below:
Derek Crager Founder & CEO of Practical AI

[email protected] 

Phone: +1.317.796.9825 

Pocket Mentor - Revolutionizing Workforce Training

Pocket Mentor

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In this episode, Mark Reich shares what he learned during his 23 years at Toyota—and why most companies struggle with strategy deployment. Drawing from his new book Managing on Purpose, Mark explains how Toyota's approach, called Hoshin Kanri, focuses on a few clear priorities, aligns teams at every level, and develops people along the way.

You’ll hear how techniques like “catch ball” build ownership and break down silos, and how even a seafood restaurant used Toyota principles to rethink its kitchen—and its business model.

Mark reminds us that this process isn’t about perfection from day one. It takes leadership commitment, time, and patience to get it right—but the payoff is worth it.

If you're ready to rethink how your organization tackles alignment to the top business priorities, this episode is for you.

http://www.lean.org/

https://www.lean.org/store/book/managing-on-purpose/

(4) Mark Reich | LinkedIn

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Steven Puri brings a truly unique perspective to the conversation around hybrid and remote work. Drawing from his extraordinary career spanning visual effects for blockbusters like Independence Day (which won an Academy Award) to executive roles at 20th Century Fox and DreamWorks, Puri reveals how Hollywood has mastered distributed work models long before "remote work" became a buzzword.

The film industry, Puri explains, naturally transitions between individual creation, collaborative planning, intensive on-set work, and dispersed post-production—effectively practicing hybrid work for over a century. This framework offers valuable lessons for today's leaders struggling to balance in-office and remote work schedules. The key insight? Different work requires different environments, and smart leaders recognize when to bring people together versus when to create space for deep focus.

Puri's current venture, The Suka Company (named after the Sanskrit concept for "happiness from self-fulfillment"), applies these insights through productivity tools designed to help people achieve flow states—those magical periods of intense concentration where time disappears and creativity flourishes. His practical approaches include limiting visible tasks to just three achievable items, which increased completion rates by 77%, and incorporating binaural beats and focus music composed by film industry professionals.

What makes this conversation particularly compelling is Puri's personal motivation. Facing cancer treatment and preparing for fatherhood, he's driven to create tools that give people back precious time. As one user told him, "I pay you so I have memories of my kids now"—the difference between playing with his children at 3pm versus wondering where the day went at 6pm. 

Whether you're leading a distributed team, managing hybrid schedules, or simply trying to regain focus in a distracted world, Puri's cross-industry perspective offers actionable wisdom for creating environments where both individuals and teams can thrive. His parting advice? Simply "Listen"—the fundamental leadership skill that transcends all working models.

Steven Puri's Company and LinkedIn profile links below.

The Sukha Company

(1) Steven Puri | LinkedIn

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Lupe Munoz and Steve McKeon tackle common misconceptions about servant leadership and provide practical insights for avoiding leadership pitfalls while genuinely serving your team.

• Servant leadership is often confused with people-pleasing, but true servant leaders maintain accountability
• Holding team members accountable can actually be an act of servant leadership when framed as a development opportunity
• Over-functioning for your team by solving all problems yourself prevents growth and learning
• Sometimes leaders need to step back and observe to find root causes rather than just manage symptoms
• Servant leadership doesn't mean always achieving consensus before making decisions
• Effective servant leaders seek input and listen to understand, even if they make unpopular decisions
• Self-care is essential—an exhausted leader can't effectively serve their team
• Listen first and speak last to avoid influencing team opinions prematurely
• Create psychological safety where team members feel comfortable disagreeing respectfully
• Proactively develop all team members, not just those who ask for growth opportunities
• Servant leadership is related to transformational leadership but requires knowing when different leadership approaches are needed

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Organizational transformation requires seeing companies as living organisms rather than machines, with leaders who prioritize empowering teams rather than having all the answers themselves. 

• Psychological safety creates an environment where innovative ideas can flourish
• Organizations must connect with employees' aspirations beyond just earning a paycheck
• Companies should evaluate how far they need to extend beyond their core competencies
• Great leaders acknowledge they are paid to empower teams to produce answers, not have all the answers themselves
• Building trust requires getting to know your people and creating open channels of communication
• The team pushes leaders up - not the other way around
• Steve Jobs' philosophy: "Don't want to be right, want to get it right"
• Balance action with reflection by regularly stepping back to evaluate progress
• Vulnerability in leadership opens up possibilities rather than limiting them
• Most people discover their purpose rather than designing it - unlike companies that intentionally create theirs

If you're interested in learning more, check out Ernesto's book and consulting practice focused on helping individuals and organizations unlock their potential.

The following are several links to Ernesto's company, profile and book.

Website: https://aspenmindset1.com/

LinkedIn Profile: https://www.linkedin.com/in/ernesto-g%C3%B3mez-arzapalo-8783ab43/

Ernesto’s Book Regrowth on Amazon: https://www.amazon.com/Regrowth-Organizations-Overcome-Unlocking-Potential/dp/1959009176/

Ernesto’s Book Regrowth from Independent Book Retailers [online and brick and mortar]. https://bookshop.org/p/books/regrowth-how-organizations-can-overcome-stalling-by-unlocking-their-people-s-potential/530c18cc6619dee7

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Ernesto Gomez, author of "Regrowth: How Organizations Can Overcome Stalling by Unlocking their People's Potential," shares how viewing organizations as living organisms rather than machines creates the conditions for people and teams to achieve peak performance.

• Organizations are living organisms that require nurturing, not machines that need optimization
• When companies focus solely on optimizing individual parts, they often suboptimize the whole system
• Creating an environment where people feel safe to speak up and challenge the status quo is essential for adaptability
• The team is the fundamental unit of any organization, not the individual
• Hire for values first, aptitude second, and skills third—most organizations get this backward
• "Talent density" means having the best talent you can afford in key positions that differentiate your company
• Like the Chicago Bulls' transition from "give the ball to Michael" to championship success, companies thrive when everyone contributes
• Leaders should function as stewards who help teams flourish rather than putting the spotlight on themselves
• Culture sits at the bullseye of organizational success, with capabilities and concepts as outer rings
• The better you are at your current capabilities, the harder it will be to change them—unless your culture supports adaptation

Join us next time for part two of our conversation with Ernesto Gomez as we continue exploring how to unlock people's potential for organizational growth.

The following are several links to Ernesto's company, profile and book.

Website: https://aspenmindset1.com/

LinkedIn Profile: https://www.linkedin.com/in/ernesto-g%C3%B3mez-arzapalo-8783ab43/

Ernesto’s Book Regrowth on Amazon: https://www.amazon.com/Regrowth-Organizations-Overcome-Unlocking-Potential/dp/1959009176/

Ernesto’s Book Regrowth from Independent Book Retailers [online and brick and mortar]. https://bookshop.org/p/books/regrowth-how-organizations-can-overcome-stalling-by-unlocking-their-people-s-potential/530c18cc6619dee7

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Join us as we revisit our season-two episodes and guests. Plus, we explain and demonstrate how to use reflection, as a leader, to professionally improve. Do you have the right mindset to improve how you lead? Listen in and find out!

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