Gemba Academy Podcast: Lean Six Sigma | Toyota Kata | Productivity | Leadership

Doubt rarely announces itself. It shows up as a reason to wait, a reason to stay put, a reason to let someone else pull the cord. Stan Lewis spent decades as a federal investigator and mediator watching what happens when people and organizations refuse to call a problem by its name, and his conclusion is both simple and uncomfortable: you cannot move past what you will not acknowledge.

Stan draws on his background in law enforcement, federal mediation, and servant leadership to make a case that the obstacle to better leadership is usually not a lack of skill. It is an unnamed squatter living rent-free in the mind. The conversation covers doubt, limiting beliefs, and the specific kind of courage it takes to do the next smallest thing when the path forward is unclear.

In this episode you’ll learn:

Why courage is the form of every virtue, not just one of them (0:00)

What C.S. Lewis got right about courage that most leaders miss (2:34)

How the andon cord connects to speaking truth in any organization (3:59)

What the vantage point shift framework actually looks like in practice (8:23)

How Stan moved through career-ending doubt after a line-of-duty injury (10:48)

Why intentionality matters more than motivation when facing a challenge (13:23)

What makes people pull others back when they try to climb out (16:00)

How Toyota Kata and the vantage point shift solve the same problem (19:21)

Why limiting beliefs stay invisible until you name them out loud (22:45)

How knowing your DISC profile changes the way you listen and lead (25:06)

“How in the world are we going to overcome something that we can’t even name, that we’re not even willing to acknowledge exists?” – Stan Lewis

Keep Learning

If Stan’s point about servant leadership principles going unpracticed because of unexamined beliefs resonated with you, the School of Leadership is a logical next step for building the self-awareness that makes those principles actionable.

Learn More About School of Leadership at https://www.gembaacademy.com/leadership

Podcast Resources

Stan Lewis on LinkedIn

Evict The Doubts Squatting Rent-Free In Your Mind

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What Do You Think?

Is there a doubt or limiting belief in your work right now that you have been aware of but have not yet named out loud?

Ben Hogan, one of the greatest ball strikers in the history of golf, admitted he only hit about three shots per round exactly in the way he intended. Kyle Kumpf heard that, and what followed was nearly 30 years of thinking about what it actually means to perform well under imperfect conditions, and how that thinking translates directly into leading teams, running improvement projects, and handling the moments when the plan falls apart.

In this episode you’ll learn:

How a Ben Hogan quote reframes every mistake you will ever make (2:30)

What most people misunderstand about how good golfers actually play (6:42)

How professionals recover from bad shots without letting one hole derail a round (9:12)

Why ego is the real reason we dig deeper holes when things go wrong (13:04)

What “par is your friend” actually means as a leadership principle (16:09)

How target conditions in Toyota Kata map to setting par for your team (18:54)

Why golfers compete against the course, and what that teaches about uncontrollable variation (21:10)

How to find excellence through cycles of variation rather than chasing perfection (24:06)

“Even professionals don’t make a perfect swing, a perfect contact every time, but what they’re really good at doing is just being good enough to avoid trouble and leave themselves in a position where par is likely.” – Kyle Kumpf

Keep Learning

If Kyle’s point about setting the right target condition for where your team actually is resonated with you, the School of Lean covers Toyota Kata and the thinking behind progressive target-setting in depth.

Learn More About School of Lean at gembaacademy.com/school-of-lean

Podcast Resources

Kyle on LinkedIn

GA 219 | How to Adopt the Best Mindset for Lean with Kyle Kumpf

GA 375 | Ending Human Suffering with Process Improvement with Kyle Kumpf

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Stay current on new courses, podcast episodes, and continuous improvement resources. Sign up for the Gemba Academy newsletter at gembaacademy.com/news

What Do You Think?

When things go sideways on a project, what do you do?

Most organizations are not failing because of bad strategy or lazy people. They are failing because they were designed for a world that no longer exists. Jana Werner, author of The Octopus Organization and executive in residence at Amazon Web Services, has a framework for naming that problem and a very different model for solving it. The contrast she draws between what she calls the Tin Man organization and the octopus organization cuts straight to the heart of why so many transformation efforts stall before they ever take hold.

In this episode you’ll learn:

What it means to be two steps ahead of your organization (2:42)

How great leaders move from having big ideas to actually bringing people along (3:12)

Why most transformation advice tells you what to do but not how (6:30)

What the Tin Man metaphor reveals about how most organizations are still designed (8:38)

Why organizations feel so slow and what structure is causing it (10:45)

How distributed ownership changes the way decisions get made (12:10)

Why anchors matter more than ever in fast-changing organizations (16:58)

The difference between complicated and complex, and why it changes everything (19:03)

How AI can expand a professional’s thinking without replacing judgment (22:47)

How to start changing your organization one anti-pattern at a time (28:55)

“Leaders often put the power of interpretation in just the hands of a few.” – Jana Werner

Keep Learning

If Jana’s point about leaders creating conditions for emergent solutions resonated with you, the School of Leadership can help you build the coaching and systems-thinking habits that make that possible in practice.

Learn More About School of Leadership at https://www.gembaacademy.com/leadership

Podcast Resources

The Octopus Organization

The Octopus Organization on Substack

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What Do You Think?

Where in your organization are people waiting for permission to do work they are already capable of doing on their own?

Most kaizen practitioners know the moment when a skeptic turns. It can take a day, a week, or nine months, but something clicks and the person who crossed their arms at the start is now telling the VP what their line accomplished. Adam Lawrence has spent decades collecting those moments, and he has built a framework around making them more likely to happen. That framework just got a significant overhaul.

In this episode you’ll learn:

How the Wheel of Sustainability evolved into something more auditable (4:31)

What leadership engagement looks like the day after a kaizen (5:26)

How five observable patterns replace nine abstract elements (13:09)

What owning the change looks like on the shop floor (16:20)

How earning trust shows up in a leader’s response time (18:08)

Why growing an improvement culture starts with paying attention (20:23)

What getting behavior change right actually requires of leaders (23:03)

How to adjust your approach when the room is full of skeptics (26:48)

Why sustainability is created during every conversation, not after (29:04)

“Sustainability is created during every conversation, every interaction, and every leadership behavior.” – Adam Lawrence

Keep Learning

Adam’s five observable behaviors all trace back to whether leaders know their role and act on it consistently. The School of Leadership can help you build the daily habits that turn kaizen results into lasting culture change.

Learn More About School of Leadership at https://www.gembaacademy.com/leadership

Podcast Resources

Past GA Podcast Episodes with Adam Lawrence

Adam on LinkedIn

PI Partners on LinkedIn

PI Partners

Adam on YouTube

The Wheel of Sustainability on Amazon

Sustainability System Assessment

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What Do You Think?

Of Adam’s five observable behaviors, which one do you see leaders struggle with most in your organization?

Most people who feel overwhelmed blame their schedule. Peggy Sullivan argues the diagnosis itself is wrong. Time poverty has nothing to do with time management and everything to do with capacity, and until you start subtracting, no amount of better planning will get you out from under it.

Peggy has spent a decade researching how people reclaim time, averaging five hours back per week for the individuals she works with. Her framework, Performance by Design, connects directly to ideas Lean practitioners already know well: eliminate the low-value work first, then protect the space you have recovered.

“I was thinking to myself that it’s time that I choose meaning over mayhem.” – Peggy Sullivan

In this episode you’ll learn:

Why capacity is the real constraint, not your calendar (3:45)

How one small change gave a senior management team three hours back (5:29)

The three elements of the Performance by Design framework (6:48)

Why subtraction must come before everything else (7:52)

How to identify the low-value habits you no longer question (10:28)

Why interruptions cost far more time than most people realize (14:12)

What choosing meaning over mayhem looks like under the hardest circumstances (18:20)

How values management differs from time management (23:34)

Why human connection is the first thing to disappear when capacity runs out (26:57)

Keep Learning

If Peggy’s case for subtracting low-value work before adding anything new resonates, the School of Lean covers the same principle at the process level, from value stream mapping to identifying and eliminating waste.

Learn More About School of Lean at gembaacademy.com/school-of-lean

Podcast Resources

Peggy on LinkedIn

Beyond Busyness

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What Do You Think?

If you had to subtract one recurring commitment from your week right now, what would it be and what has kept you from doing it?