Amazon

Continuous Improvement Manager

Area Manager

Site Manager

Junior Site Manager

Syddansk Universitet - University of Southern Denmark

Junior Research Assistant

Kverneland Group Kerteminde A/S

Master Thesis Project

ForeFlight

Data Consultant

Odense University Hospital

Semester Project

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

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


I started writing on LinkedIn in October 2023. 

Since then, I have been sharing actionable, educational, and entertaining content to support LinkedIn community members in their continuous improvement journey. This helped me grow my audience from 9,000 to 100,000 followers in a year.

Join my newsletter here: https://lnkd.in/ddQncJM5

Ivan Carillo

26 Kaizen Leadership Mantras

Here are the 4 principles that I believe are most powerful (and why):

1/ Gemba never lies; go and see for yourself.

I've seen leaders make terrible decisions because they trusted Excel sheets over their own eyes. The problems that cost us millions are often visible on the shopfloor, but nobody bother to look. Reports tell you what people want you to know. Gemba tells you what's actually happening. I think the moment you stop walking the floor is the moment you lose touch with reality. Your operators won't lie to you if you show up regularly, ask good questions, and actually listen to their answers.

2/ Without psychological safety, Kaizen dies.

I've watched brilliant Kaizen programs collapse because people were terrified to speak up. Companies that blame individuals for systemic problems get exactly what they deserve. Silence. Workers hide defects, skip reporting near-misses, and watch waste happen rather than risk looking stupid or getting punished. I think this is why most Kaizen initiatives fail within a year. You can't improve what people won't talk about, and people won't talk about problems in a culture of fear.

3/ The person doing the work knows it best.

I learned this the hard way early in my career when I implemented a Kaizen idea. The operators supported it, then immediately went back to their old method the moment I left. Every time I've ignored frontline expertise, I've wasted time and money solving the wrong problem. I think we underestimate how much knowledge lives in the hands and muscle memory of people who do the same task hundreds of times daily.

4/ Kaizen culture doesn't support strategy. Kaizen culture is strategy.

I spent years thinking CI was something that helped execute our "real" strategy. I was wrong. Companies with a strong Kaizen culture adapt faster, survive disruptions better, and outperform competitors with superior strategic plans. I think this is the principle most executives miss. Your competitors can copy your products in months, but they can't copy a culture where thousands of people solve problems every single day.

P.S. What's your fav one in the list?

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

Brutal truth: most Kaizen implementations fail within 6 months.

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

Common failure pattern..

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

The missing ingredient? 
Systems thinking.

Successful Kaizen requires these systems working together:

1/ Total Quality Management

+Customer focus throughout organization
+Process-oriented improvement mindset

2/ Just-In-Time Production

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

3/ Total Productive Maintenance

+Equipment reliability and efficiency
+Operator involvement in maintenance

4/ Policy Deployment

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

5/ Suggestion Systems

+Employee engagement in daily improvement
+Recognition of participation

6/ Small Group Activities

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

Remember:

Success requires patience.

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

…and never stop improving!

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

Most companies create fantastic value stream maps.

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

Video credit to Krish Sengottaiyan. Give him a follow

Teams spend weeks mapping their current state. 

They identify waste. 
They draft the future state

Then ...nothing changes.

You know why?

No one is responsible for the customer experience.

Traditional organizations are function-based.

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

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

No single leader owns value stream performance.

"Everyone" is responsible = No one is responsible

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

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

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

Before you map your next value stream, answer this:

Who owns the complete customer journey?

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

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

Faraz Anis 🍁

| LinkedIn growth expert | Account management | Ai Promotions | Influencer Marketing | Personal Branding | open for collaboration | Marketing | Motivational Speaker

WHAT I DO: I help leaders, influencers, and founders grow their LinkedIn followers.

WHO I HELP: I work with very busy individuals who want to stand out and grow their LinkedIn followers but are struggling with the demands of creating, posting and managing content:

❌ Don’t have time to copy write?
❌ Never sure what to post about?
❌ Struggling to grow your followers?
❌ Don’t understand how to get more engagement?
❌ Can’t create carousels or cheat sheets?
❌ Stuck trying to identify viral videos for your posts?
❌ Never have time to post regularly and at peak times?

I’ve been where you are—trying to build a standout presence while juggling countless responsibilities. The frustration of knowing LinkedIn could elevate your brand but not having the time or expertise to make it happen can be really overwhelming.

Through my proven strategies and hands-on approach, I help busy professionals like you create consistent, engaging content that grows your audience and positions you as a leader in your field:

✅ Save time by outsourcing content creation
✅ Attract more followers and increase engagement
✅ Build credibility and establish thought leadership
✅ Focus on your strengths while I handle the rest
✅ Grow your personal or professional brand without stress

Now imagine in the next 6 months…

🎉 sky rocketing your LinkedIn followers and engagement
🎉 Getting noticed by influencers and industry leaders
🎉 Landing speaking opportunities or new clients enquiries through LinkedIn
🎉 Becoming the go-to expert in your field
🎉 Freeing up time for what matters most to you

Ready to unlock your LinkedIn potential? Let’s connect! DM me the word “Grow” or just hello to start the conversation. I’m here to help.

Social Media Marketing Specialist

A brief summary:

-Brand promotion 
-Brand Campaigns 
-Marketing 
- Growing LinkedIn accounts
- Generating leads
- Networking
- Increasing engagement
- Implementing marketing strategies
- Enhancing personal branding
- content development 
- suggesting best “keywords” 


Open for collaboration ! 

The real difference between a boss and a leader 
shows up in one sentence.

Red flag: “That’s not my job.” 🚩
Green flag: “I’ll handle it.” ✅

Most people think leadership is about seniority.

But real leadership shows up in the moments no one is watching.

In the work no one claims.

In the problems no one wants.

In the attitude you carry when responsibility isn’t required - but needed.

This is where the gap between bosses and leaders becomes impossible to hide.

Some leaders protect their corner.

Others protect the company.

Some think in tasks.

Others think in outcomes.

And those differences quietly shape your culture more than any strategy ever will.

Here’s what happens on both sides:

🚩 Red Flag 1: The “Not My Problem” Mindset

↳ They avoid anything outside their job description
↳ Teams copy that behavior and silos form
(Culture weakens long before anyone notices)

🚩 Red Flag 2: Chasing Short-Term Wins

↳ They care only about quick results
↳ Morale and long-term trust pay the price
(Speed over stability almost always backfires)

🚩 Red Flag 3: Staying in Their Lane

↳ They refuse to stretch beyond their comfort zone
↳ Opportunities slip away
(The team starts doing the same)

🚩 Red Flag 4: Limited Vision

↳ They focus only on their team, not the whole mission
↳ Collaboration dies
(Missing the big picture slows everyone)

And then there are the real leaders - the ones who lift everything around them:

✅ Green Flag 1: They Take Ownership

↳ They step up even when it’s “not their job”
↳ They solve problems before they grow
(Ownership creates respect)

✅ Green Flag 2: They Think Long Term

↳ No shortcuts
↳ No quick fixes that break trust
(They care about future stability, not just today’s numbers)

✅ Green Flag 3: They Empower Their Team

↳ They lift others
↳ They help beyond their title
(And the team gets braver)

✅ Green Flag 4: They Communicate Openly

↳ They break silos
↳ They encourage cross-team support
(This is how a culture grows)

So here’s the truth:

The moment someone stops saying “that’s not my job,”
they stop being just an employee - and start becoming a leader.
..............

𝘐𝘧 𝘺𝘰𝘶 𝘦𝘯𝘤𝘰𝘶𝘯𝘵𝘦𝘳 𝘤𝘩𝘢𝘭𝘭𝘦𝘯𝘨𝘦𝘴 𝘪𝘯 𝘦𝘴𝘵𝘢𝘣𝘭𝘪𝘴𝘩𝘪𝘯𝘨 𝘺𝘰𝘶𝘳 𝘉𝘳𝘢𝘯𝘥 𝘐𝘥𝘦𝘯𝘵𝘪𝘵𝘺, 𝘮𝘢𝘳𝘬𝘦𝘵𝘪𝘯𝘨, 𝘯𝘦𝘵𝘸𝘰𝘳𝘬𝘪𝘯𝘨 𝘰𝘳 #growth 𝘥𝘰𝘯'𝘵 𝘩𝘦𝘴𝘪𝘵𝘢𝘵𝘦 𝘵𝘰 𝘨𝘦𝘵 𝘪𝘯 𝘵𝘰𝘶𝘤𝘩 𝘸𝘪𝘵𝘩 𝘮𝘦 𝘧𝘰𝘳 𝘦𝘹𝘱𝘦𝘳𝘵 𝘨𝘶𝘪𝘥𝘢𝘯𝘤𝘦 𝘢𝘯𝘥 𝘴𝘶𝘱𝘱𝘰𝘳𝘵.

Make sure to repost this if you find it valuable. ♻
Open for #collaborations.

Helping grow LinkedIn followers organically | Speaks for workplace culture awareness | AI Advocate |

Some people aren’t worth the energy you lose arguing with them.

And not every battle at work needs your attention.
And I learned that the hard way.

I once worked with someone who had a problem for every solution.
If I did well, they would point out the “one thing” I missed.
If I shared an idea, they’d shut it down before I finished speaking.

At first, I fought back.
Defending myself.
Explaining myself.
Trying to “prove” something.

But here’s the truth I finally understood:
The more you fight negativity, the more it drains you.
And the less energy you have for the work that actually matters.

So I stopped.

I stopped replying to the digs.
I stopped explaining myself to people who had already made up their minds.
I stopped giving energy to conversations that went nowhere.

Instead, I focused on my work.
Quietly. Consistently. Fully.

And over time, the results spoke for me.
Louder than arguments.
Louder than gossip.
Louder than negativity ever could.

Because some people will always criticize, complain, or try to pull you down.
That’s their habit.
Not your responsibility.

You don’t win by fighting them.
You win by rising above.

The higher you go,
the smaller the noise becomes.

Let them talk.
You keep moving.

𝗥𝗲𝗽𝗼𝘀𝘁 to share awareness. ♻️ 
𝗙𝗼𝗹𝗹𝗼𝘄 me Faraz Anis 🍁 similar insights.

pdf.

𝗖𝗵𝗮𝗻𝗴𝗲 𝗶𝘀 𝗶𝗻𝗲𝘃𝗶𝘁𝗮𝗯𝗹𝗲, 
𝗯𝘂𝘁 𝗶𝘁 𝗿𝗲𝗾𝘂𝗶𝗿𝗲𝘀 𝘀𝘁𝗿𝗼𝗻𝗴 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘁𝗼 𝗴𝘂𝗶𝗱𝗲 𝘁𝗵𝗲 𝗽𝗿𝗼𝗰𝗲𝘀𝘀.

People often desire change to improve their circumstances, solve challenges, or achieve growth. However, the desire for change alone isn’t enough—it’s leadership that transforms that desire into meaningful action.

Here’s how leaders can support and inspire change:

- 𝗣𝗿𝗼𝘃𝗶𝗱𝗲 𝗩𝗶𝘀𝗶𝗼𝗻
↳ People need clarity on where they’re headed and why the change matters.

- 𝗕𝘂𝗶𝗹𝗱 𝗧𝗿𝘂𝘀𝘁
↳ Trust encourages people to embrace change rather than resist it. Consistent actions and transparent communication are key.

- 𝗘𝗺𝗽𝗼𝘄𝗲𝗿 𝗢𝘁𝗵𝗲𝗿𝘀
↳ Equip your team with the resources and confidence to take action and adapt.

- 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗣𝗿𝗼𝗴𝗿𝗲𝘀𝘀
↳ Even small wins fuel motivation and commitment to the bigger picture.

Great leaders don’t just manage change—they inspire it, making people believe in the possibilities on the other side.

……...............

If this resonated with you, don’t forget to share it. ♻
Open for #collaborations.


𝗙𝗼𝗹𝗹𝗼𝘄 𝗺𝗲, Faraz Anis 🍁 for more insights and AI updates.


#Farazanis #Leadership #Inspiration #Growth

Having a good manager changes everything.

Not because they give you easy work or constant praise -
but because they make you feel seen, supported, and capable.

A good manager doesn’t just care about deadlines.

- They care about the person behind them.
- They check in when you’re quiet.
- They listen before they judge.
- They push you when you doubt yourself, and protect you when things get tough.

You don’t fear them - you trust them.

You know they’ll give honest feedback, not to put you down, but to help you grow.

That kind of leadership is rare.

It doesn’t show up on company charts or KPI reports.

But it shows up in how people feel at work - safe, motivated, and proud to give their best.

If you have a manager like that, appreciate them.

And if you’re becoming one - remember, the goal isn’t just to manage.

It’s to make people better than they were yesterday.


𝗥𝗲𝗽𝗼𝘀𝘁 to spread the message ♻️
𝗙𝗼𝗹𝗹𝗼𝘄 me Faraz Anis 🍁 for similar insights.

Having a good manager is honestly a blessing.

What if the biggest block to your team’s growth… is you?

A workplace isn’t supposed to feel like a traffic signal,
where everything stops until one person says “go.”

They stop taking initiative.
They stop thinking independently.
They start waiting instead of leading.
If every small step needs your permission, the team slows down.

And that doesn’t make you powerful -
it makes the team powerless.

Real leadership looks different:

It’s guiding, not controlling.
It’s giving people space to make decisions.
It’s trusting them even when they do things differently.
It’s letting them fail safely and learn fast.

When people feel trusted, they grow.
When people grow, the team grows.
And when the team grows, the leader looks stronger too.

The goal isn’t to be the smartest person in the room.
The goal is to build a room full of people who don’t need to be told what to do.

Lead in a way that makes people more confident -
not more dependent.

That’s how strong cultures are built.

𝗥𝗲𝗽𝗼𝘀𝘁 to share awareness. ♻️ 
𝗙𝗼𝗹𝗹𝗼𝘄 me Faraz Anis 🍁 similar insights.

People aren’t tired of work.

They’re tired of being treated like a backup plan.

That’s the part almost no leader sees.

Teams show up every day…
but they never know if they’re trusted, valued, or replaceable.

And that uncertainty?
It eats people alive.

Because nothing hurts more at work than feeling disposable.

You’ll feel it in the small things:

The praise that’s saved for later.
The opportunities given to the “favorites.”
The decisions made without the people doing the work.
The recognition that comes only when someone resigns.
The constant fear of being overlooked.

Here’s the truth:
People don’t need perks.
They need to feel important.

Watch for the real signs your team feels replaceable:

⚠️ They stop volunteering ideas
⚠️ They do the minimum - not because they're lazy, but because they’re unsure
⚠️ They avoid risks because mistakes feel dangerous
⚠️ They detach from the team quietly
⚠️ They start exploring “other options” in silence

Leaders, this is on you:

Make people feel seen.
Make people feel chosen.
Make people feel like their role matters.

Because the strongest teams aren’t built on talent.
They’re built on people who know they’re valued.

And when people feel valued?
They give you their best - not out of fear, but out of belief.

Make sure to repost this if you find it meaningful. ♻

People aren’t tired of work.

The biggest workplace issue today isn’t lack of talent.
It’s lack of listening.

Most teams don’t struggle because people are wrong.

They struggle because no one feels truly heard.

People speak…
People share ideas…
People give feedback…
People raise concerns…
but leaders are distracted.
but decisions are already made.
but the response is “We’ll look into it.”
but nothing changes.

That’s how trust slips.
That’s how motivation drops.
That’s how good people check out quietly.

Here’s the truth:
When people stop feeling heard, they stop trying.

And you’ll feel it everywhere:

🔇 Meetings feel one-sided
🙄 Teams stop offering ideas
🧊 Conversations lose energy and depth
😶 People stay “professional,” but never honest
⚠️ Problems repeat because nobody listens the first time


This isn’t a communication problem.

It’s a listening problem.

Healthy teams sound different:

👂 Leaders ask before they assume
💬 People feel safe being direct
📌 Feedback turns into action
🌱 Ideas grow instead of getting dismissed
🔄 Conversations feel like collaboration, not instruction

Listening isn’t soft.

It’s strategic.
It’s how trust is built.
It’s how teams stay engaged.

Leaders, this part matters:
Stop listening to reply.
Start listening to understand.

Because when people feel heard,
they give you the truth -
and the truth is what transforms cultures.

Make sure to repost this if you find it meaningful. ♻

taplio

The Battle

Ivan Carillo

Faraz Anis 🍁

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taplio

The Battle

Ivan Carillo

Faraz Anis 🍁

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Ivan Carillo's LinkedIn Performance

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Performance ScoreIvan Carillo's LinkedIn Performance