Powering Gemba Walks with Artificial Intelligence | Follow for posts on Continuous Improvement and Innovation

Hi - I'm Ivan, an industrial engineer with 7+ years of experience in Operations Management and Kaizen.

I serve two main groups of people:

1. Executives tired of broken processes burning money - I show them how to fix it and recapture 15-30% in Muda

2. Founders in Continuous Improvement who know their stuff but can't crack LinkedIn - I show them how to turn it into a legit revenue channel

(send me a direct message for more info)

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 Kaizen journey. It helped me grow my audience from 9,000 to 100,000 followers in 2024.

I have been posting around:

	• Continuous Improvement
	• Lean Manufacturing
	• Growth Mindset
	• Innovation

Including insights on 5S, Value Stream Mapping, Leadership, Industry 4.0, and Problem Solving. 

Now I'm building Gemba Walk AI to make every Gemba Walk part of a learning system, where collective insights drive faster, better decisions than any single expert could achieve.

For free weekly tips, subscribe to The Kaizen Geek newsletter.

Ivan Carillo

You've got the organizational pyramid upside down.
 
Most organizations look like this:
 
-CEO 
-VPs
-Managers 
-Supervisors
-Frontline Workers
 
But successful Kaizen companies flip it:
 
+Frontline Workers
+Supervisors
+Managers
+VPs
+CEO
 
Why does this matter?
 
Traditional Thinking:
"Management knows best"
 
Kaizen Thinking:
"Those doing the work know best"
 
In the flipped pyramid:
 
+Decisions flow UP from the Gemba
+Leadership serves those who serve customers
+Managers become obstacle removers, not order givers

Powering Gemba Walks with Artificial Intelligence

If your processes are broken, stop blaming people.

(do this instead)

To solve a problem, 
you must first become aware of it.

Here's yours: your standardization sucks.

Taiichi Ohno once said:
"Without standards, there can be no Kaizen."

Yet most "standards" are..

→ 47-page documents nobody reads
→ Outdated procedures from 2019
→ Tribal knowledge in someone's head

Standardization is something different.

I learned this watching a subway crew in Asia last year:

→ 9 minutes to clean an entire train.
→ 50+ people doing it identically.
→ Zero supervision needed.

Their secret?

Visual standards everywhere.

→ Floor marks for equipment placement
→ Colour codes for cleaning sequences
→ Shadow boards for every tool

Not robots.
Empowered humans with solid methods.

When problems occur, they ask:

"How did the standard fail?"
Not "Who failed?"

P.S. Can a new employee follow your standards on day one?

If not, you don't have standards.

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Founder

Advisor

Writer

Amazon

Junior Research Assistant

Powering Gemba Walks with Artificial Intelligence  | Follow for posts on Continuous Improvement and Innovation

English

Italian

Don't overcomplicate things.
Choose Wisely.
Build Simple.
Think Lean.

Kaizen vs. Innovation 

Both are essential, but they serve different purposes. 

Kaizen:  

+Incremental improvement  
+Low risk  
+High involvement  
+Low investment  
+Immediate results  
+Continuous process 

Innovation:  

+Breakthrough change  
+Higher risk  
+Specialized teams  
+Larger investment  
+Delayed results  
+Periodic events 

Best companies don't choose between them. 

They use Kaizen to optimize current operations  
and Innovation to create new value. 

Kaizen builds the foundation that makes Innovation possible. 
Innovation creates the leap that Kaizen then refines. 

Together, they form a powerful system for sustainable growth.

Never invent rules from the Ivory Tower. 

Go to the Gemba instead.

When British colonizers faced a cobra problem in Delhi, they had a 'brilliant' idea: 

Pay people for every dead cobra.

It worked. At first.

Then someone realized: 
Why hunt cobras when you can farm them?

Cobra farms sprouted up. 
The government stopped the bounty. 

The farmers released their snakes. 
Delhi ended up with MORE cobras than before.

This is the Cobra Effect. And it happens in your plant too.

You create a metric. 
Your team hits the target. 
The real problem gets worse.

Why? 

People game bad metrics instead of solving problems.

I've seen it hundreds of times on the Gemba:

-operators hiding defects to hit quality targets
-teams rushing through audits to meet completion rates
-supervisors closing tickets without fixing root causes

PS: What's the worst metric gaming you've seen?

Do you wanna start your Continuous Improvement journey?

Learn to see the 3M's of Lean.

Most leaders can't see waste.
Because they don't know the 3M's:

The 3M's of Lean refer to  

+Muda
+Mura
+Muri

Three Japanese terms used in the Toyota Production System (TPS).

These concepts are key to identifying why your processes are broken:

1/ Muda → Waste

What customers won't pay for.

Muda can be further classified into:

→ Type I: Muda which cannot be eliminated immediately
→ Type II: Muda which can be eliminated quickly through Kaizen

Example: 

I watched a nurse walk 2.7 miles per shift.
Not caring for patients. Just fetching supplies.

That's Muda.

***
2/ Mura → Unevenness

Mura can be seen as variation in quality, cost, or delivery.

It often leads to Muri and Muda.

Example:

Monday: Skeleton crew drowning
Friday: Full staff standing idle

Creating both overtime costs AND wasted wages.
That's Mura.

***
3/ Muri → Overburden

Unreasonable stress or burden placed 
on workers and processes.

Muri often results in safety and quality issues.

Example:

Expecting 60 minutes of work
in 45-minute windows.

Guaranteeing mistakes and burnout.
That's Muri.

P.S. Which M is killing your operation?

Look closer. It's all three.

Companies waste millions on complex automation while ignoring 5S. 

(which could solve 80% of their efficiency problems) 

This doesn't mean automation is wrong. 
But it should build upon, not replace, solid 5S basics. 

5S is a systematic method for workplace organization. 
It uses 5 principles starting with 'S':  

1/ SEIRI (Sort) 
 ↳ Remove unnecessary items 
 ↳ Keep only what's needed 
 ↳ Eliminate clutter 

2/ SEITON (Set in Order) 
 ↳ Organize remaining items 
 ↳ "A place for everything" 
 ↳ Label and mark locations 

3/ SEISO (Shine) 
 ↳ Clean thoroughly 
 ↳ Regular maintenance 
 ↳ Inspect while cleaning 

4/ SEIKETSU (Standardize) 
 ↳ Create consistent procedures 
 ↳ Document best practices 
 ↳ Visual management 

5/ SHITSUKE (Sustain) 
 ↳ Maintain the system 
 ↳ Regular audits 
 ↳ Make it habitual 

Most teams stop at Shine.

Clean up. Celebrate. Move on.

But without standards, there's no way to maintain it. 
Without discipline, it's just another "program."

Programs come and go. 
5S should be daily practice.

Most people are standing in the wrong line.

Look at this image ↓

Where do you stand when change hits?

Five doors. 
Five lines.
Five responses to change.

Two are packed: resist and complain. 
These lines never get shorter.

Acceptance? A few people. 
Advocacy? Even fewer.
Leadership? Nearly empty.

This is about human nature.

We gather where it feels safe.
But impact lives in the empty lines.

Fast, Cheap, Good - Pick two.

(trade-offs are inevitable)

"We need it fast, under budget, and perfect."

Everyone knows it's impossible. Nobody says it.

Three months later: 

The project is late, over budget, or broken.

You can't have everything.

The worst project managers? 

They promise all three. 
Then they blame the team when it doesn't work.

The most common tendency? Falling into the blame trap. But Deming proved this decades ago:


85% of performance problems come from broken systems and processes. Only 15% stem from workers themselves.

Yet when something goes wrong, we immediately ask: "Who messed up?" Wrong question.

The right question: "What in our process allowed this to happen?"

When you blame people for system failures, you fix nothing. You destroy morale and ensure the same problem happens again.

Your people want to do good work. Give them a process that makes it possible.

PS. Gemba Walks make processes visible. 

I wrote Gemba Moonwalker, a 55-page ebook that can help you build your Kaizen culture (one walk at a time).

Download it here, it's free: https://lnkd.in/dj8wmpQS

Data already shows what is about to break, but you are too distracted to look elsewhere (and that's why same problems keep coming back)

Credit to Oleksandr Khimiak (give him a follow)

Problems keep coming back because your team members ignore what the data is already showing them.

Your machines send five signals before problems escalate:

1/ Sequence deviations

The cycle completes, but the order or timing shifts. This is your earliest warning of instability.

2/ Rising servo power draw

Load increases slowly. No alarm trips. Then suddenly you're firefighting.

3/ Micro-stops

60 seconds here, 30 seconds there. Over a shift, you've lost hours in performance loss.

4/ Parameters drifting inside tolerance

Everything stays "in spec." But quality gradually drops, or throughput falls.

5/ Manual interventions

Every workaround leaves a fingerprint in your process, even when operators don't write it down.

This data exists in your systems right now. But teams stay in reactive mode. 

They lack tools to turn signals into insights. So they rely on opinions in root-cause meetings. 

PS. What signals is your team missing?

47 times I walked past it. Third week at the plant. Same operator, same station same routine. Everything looked "normal." Then my mentor asked:


"What do you see?"

"An operator doing his job well."

He smiled. "Count the steps."

That's when it hit me:

Worker picking up part → 3 steps
Getting tool → 7 steps
Processing part → 0 steps (machine does the work)
Returning tool → 7 steps
Placing finished part → 5 steps

22 steps total. 
Only 1 activity added value.

So, obviously, this layout sucks.

PS. What waste are you walking past every day?

Think about this morning. How much time did you spend searching for your phone, a file, or a tool? That's Muda.

Looking for things adds no value. It wastes skills and creative potential. Every minute searching creates frustration and dissatisfaction.

Now multiply one person's search time by the number of people who search and how often they search. By every day of the year.

That's the real cost of disorganization.
Every minute searching: 
→ Adds zero value 
→ Wastes talent 
→ Creates frustration

And it's costing you more than you think.

Disorganization costs you money, talent, and opportunity every single day. Your team wastes hours that could solve real problems instead.

PS. What did you spend 10 minutes looking for today?

Everyone wants to jump straight to solutions. But you can't improve what you don't understand. Before building your continuous improvement culture, answer this:


Where exactly are you now?

Rate your organization (0-10) on:

→ "We" vs "Me" mindset
→ Accountability vs Blame
→ Continuous Learning vs Know-It-All
→ Standardization vs Chaos
→ Prevention vs Fire-Fighting
→ Data-Driven vs Gut-Feel

The gaps you find are your roadmap.

PLEASE
 
Stop providing vague or no feedback. 
 
That's hurting your team.

Image credit to Edoardo Pallaro (give him a follow)
 
Yeah, ‘you need to improve’ or ‘Great job’ isn't enough.
It never actually was.
 
According to Zippia, 72% of people find their work
more satisfying if their company have a feedback culture. 
 
What’s the difference?
 
Vague:
 
"You need to be more creative with your proposal."
 
Actionable Feedback:
 
"Try adding diagrams in your proposal. It will add more appeal."
 
Here are 5 ways you can give actionable feedback:
 
1/ Be Specific. And Clear
 
 ↳ Avoid vague statements 
 ↳ Use clear, and objective language 
 ↳ Clearly outline the actionable steps
 
2/ Focus on Behaviours
 
 ↳ Use non-judgemental language to make your point
 ↳ Separate the individual from the action
 
3/ Offer a Path Forward
 
↳ Encourage them to develop a growth mindset 
↳ Rather than being stuck on wrong, give them a way to move forward 
 
4/ Create a Safe Space
 
↳ Be transparent. And talk openly
↳ Demand the same from them 
 
5/ Keep It Regular
 
↳ Integrate actionable feedback into your people management style
↳ Schedule 1:1 meetings to address key concerns.
  
P.S: What’s your approach to feedback?

Innovation isn't a way to justify your salary. Listen to your customers. Identify their real pain points. Then solve their problems. Here's how:
  

Start with what your customers actually need. Don't innovate for the sake of novelty. Turn customer input into innovation instead. 

Here are the main steps I suggest you follow:

Listen first → Talk to customers before building anything new.

Solve real problems → Focus on what's broken or missing. 

Use what work → Don't rebuild from scratch when proven solutions exist.

Hire expertise → Bring in people who've already solved similar problems.

Innovation is about making things work better for the people who use them.

PS. You have another way besides Innovation to improve:

Kaizen →  Small improvements through ongoing human effort, teamwork, and training.

If you like Kaizen, you'll enjoy my weekly newsletter.

Join here: ivancarillo.com

KISS emphasizes simplicity over complexity. Here is the core idea: 


Simpler solutions are more robust, easier to understand, and less prone to errors.

Simplicity should be your key design goal. This means prioritizing essential features and avoiding over-engineering.

Use KISS in problem-solving, software engineering, product design, and beyond. 

Remember:

Straightforward approaches consistently outperform complex ones.

You can order sushi by menu
 
Or you can say “I trust you”.
 
Credit to Marco Zima Simonella (give him a follow)
 
Original post below:
 
My family loves sushi.
Even my kids scream “sushiii” every Friday.
It’s our little tradition.
 
This week we shifted it to yesterday.
You can skip a Friday.
But not a full week.
 
Especially after we spent the Christmas week in Sicily without sushi!
 
We ordered delivery and I picked the different sushi types for the whole family.
 
And it made me think of omakase.
The classic Japanese way to eat sushi.
 
It politely says:
I trust you.
 
That trust is not just handed out.
Sushi chefs spend 10s of years mastering the skills and earning it.
 
Promotions work the same way.
You can get the title but trust comes later.
You earn it by mastering the skills of leadership.
 
Until people can finally say:
I trust you.

Turning product managers into leaders in conflict and ambiguity | Global Product Leader

The future belongs to community builders who understand that value comes from real connections between people. Here are the communities I will be part of in 2026:
 

We're heading toward a world flooded with low-quality AI content. As more people spend time with synthetic chat that feels human (but isn't quite), the ability to be in a virtual space and in real life with other human beings is only getting more valuable. Especially people who are on the same path.
 
With every new person who joins a community of people on the same path, new stories emerge. Things they've tried, things they've done that could be incredibly valuable to you. That is only possible when human beings come together with human beings.
 
These are the communities I am betting on to strengthen my new identity in 2026:
 
Nomads.com → I travel a lot since I left my corporate career. I realised that I like to travel slowly so that I can establish new habits where I am and make local friends. They call it slowmading. Pieter Levels' community is interesting. The guy has a way of looking at life that I like, so I hope to find more people here who vibe the way I do.
 
Modern Maker → My friend Jacob Pegs excudes incredible energy, and the people who interact with him know it.  I have been part of his community for over a year now, but not very actively in 2025. When I went back to read their conversations, I was really impressed. I will be more present this year (https://lnkd.in/dDdTUa7Y)
 
MicroConf Connect → Rob Walling books are the best I have found on the subject of bootstrapped SaaS. It feels natural to me to become part of his community. I haven't signed up yet, but I'm sure I'll find some good vibes there.
 
Kaizen Community → I plan to build my community in 2026. I want to give leaders who are building a Kaizen culture the opportunity to share their experiences. I haven't set anything up yet, but you can express your interest in joining here: https://tally.so/r/VLGV5E
 
PS. You can still stand out with content, but you'll by being more human.

Kevin Kelly, founding executive editor of Wired magazine, distilled decades of wisdom into his book 'Excellent Advice for Living'. Here are my favourite pieces of advice from him:
 
1/ Prototype your life. Try stuff instead of making grand plans.
 
I walked away from my corporate life with no backup plan. I don't have all the answers to move forward, and that's ok. I am letting curiosity guide me. Every day, I do more of what I love and less of what drains me. Action beats planning. Start before you're ready. Build something real, even if it's messy. 
 
2/ Don't measure your life with someone else's ruler.
 
When I joined Amazon, I told myself: "senior manager in 7 years." I worked harder than anyone around me to hit that target. For a while, it worked. Then I realized I was following someone else's playbook. Your definition of success is the only one that matters. Stop comparing yourself to others. What brings them joy might bore you to tears. 
 
3/ A major part of travel is to leave stuff behind. The more you leave behind the further you will advance.
 
I'm minimalist, but I still struggle to let go—especially of relationships that no longer serve me. It's painful but necessary. Leave room in your bag for what you'll discover. The lighter you travel, the faster you move.
 
4/ Gratitude will unlock all other virtues and is something you can get better at.

I'll explore the science of gratitude ore in 2026, as I don't practise it enough. Most people practice gratitude wrong. Listing what you're grateful for produces weak results. The real power comes from receiving gratitude or witnessing others receive genuine thanks. Find one meaningful story where gratitude was genuinely given and received, then revisit it for 1-5 minutes regularly.
 
5/ Perhaps the most counterintuitive truth of the universe is that the more you give to others the more you’ll get. Understanding this is the beginning of wisdom.
 
I firmly believe in this. And I've experienced it directly on here. Sharing Kaizen tips created opportunities I couldn't have engineered through a conventional path. Reciprocity and contribution create returns, but often in unexpected forms and on longer timelines than pure transactions.

Entrepreneur, speaker, author. Ex-CEO, McKinsey, Harvard Law, elected official. Volunteer firefighter. ✅Follow for daily tips to thrive at work AND in life.

Day job: Buying, selling, investing in, and growing small businesses. 
Side hustle: Helping YOU and your organization thrive.

In my full-time job as Founder of G&P LLC, I lead a team that acquires, manages, and grows businesses.

Outside of that work, I share personal and professional growth tips with hundreds of thousands of people through my newsletter and social media, and deliver keynote speeches and intimate presentations on leadership and growth to organizations across the world.

And I'd love to help you!
1) For free access to all of my leadership infographics, as well as a weekly newsletter with practical tips to thrive at work and in life: https://www.leadershipgs.com/newsletter
2) To book me as a speaker for your organization, simply send a DM.

And for more on my background, read on...

Now: 
+Founder and CEO at G&P LLC - acquiring, managing, and growing small businesses
+Writer and speaker for leaders and organizations across the globe

Previously: 
+McKinsey consultant: advised top Fortune 500 business leaders on critical decisions
+Harvard Law School, Magna Cum Laude: focused on business AND public policy
+Turnaround CEO of an online services company, growing EBITDA from -20% to 55% in 7
months
+Elected official: led large agency, winning four national innovation awards, 40 under 40, and getting featured on 60 Minutes, CNN, and dozens of other programs

Throughout:
+Volunteer firefighter, responding to 911 calls on everything from structure fires to car crashes, cardiac arrests, and mountain rescues; rookie firefighter of the year 2017 (this is what my kids have always thought my job is!)

George Stern

We're told successful people never quit.

Truth is, they walk away all the time.

Staying committed matters,
Sometimes it's necessary to build something meaningful -

But you can't win while stuck in a role that's breaking you down.

Here are 13 signs it might be time to go -
Before you wait too long:

1) You despise Mondays
↳You start worrying about work before the weekend even ends

2) You're always exhausted
↳It's not just physical - your mental energy and motivation are gone

3) You don't trust the leaders
↳You've lost faith in your leaders to make the right decisions

4) You'd caution a friend
↳If someone you cared about got an offer here, you'd say "stay away"

5) There's no visible growth
↳You're not gaining skills, moving forward, or being challenged anymore

6) You can't be authentic
↳You're constantly filtering or hiding your real personality

7) You feel unseen
↳Your work is amazing, but goes unnoticed or unappreciated

8) You're burning out
↳You're handling the work of multiple people without support

9) Your values conflict
↳What matters to you doesn't match what matters to the company

10) Your health is declining
↳Stress, burnout, or overwork is hurting your health

11) The culture is unhealthy
↳The atmosphere is exhausting, and nothing improves

12) You're afraid to leave
↳You're not excited about the role, you're just afraid to leave

13) Your gut knows it's time
↳You already know the answer, you just need to move


Life's too short to stay stuck in the wrong place -
Especially when it costs your health, peace, or confidence.

If any of this sounds familiar,

It might be time to plan your next step.

Have you ever had to make the hard choice to walk away?

---

♻️ Repost to help someone spot the signs sooner.

And follow me George Stern for more career clarity.

Should I quit? 13 Signs You Should Leave Your Job.  By George Stern

15 mindsets every high performer has,

And anyone can learn:

1. Ownership: "The result is on me"
↳They skip excuses and finger-pointing - they take charge and repair what's broken

2. Growth: "Effort makes me better"
↳They see ability as built over time and treat mistakes as training, not proof of failure

3. Perspective: "Work has limits"
↳They know when to step back, protect their health, and keep ambition aligned with life

4. Humility: "I don't have it all figured out"
↳They stay open to input, invite correction, and own their missteps quickly

5. Resourcefulness: "I'll find a way"
↳They don't stall waiting for clarity - they test, adjust, and move forward

6. Boldness: "I play bigger than fear"
↳They take calculated chances, speak up early, and act without waiting for approval

7. Gratitude: "I notice what's already here"
↳They stay grounded by valuing what they have while still pushing for more

8. Discipline: "Consistency beats mood"
↳They keep their commitments even when energy or motivation dips

9. Resilience: "I bounce back"
↳They recover quickly from setbacks and continue when others stop

10. Focus: "I protect attention"
↳They defend their calendar and energy, choosing real work over constant noise

11. Initiative: "I act without being told to"
↳They see gaps and close them before someone has to ask

12. Future Focus: "I think long-term"
↳They resist short-term comfort and invest now for later payoff

13. Adaptability: "I respond fast"
↳They release rigid plans and adjust smoothly as conditions change

14. Curiosity: "I stay inquisitive"
↳They avoid assumptions, keep learning, and ask better questions over time

15. Abundance: "Success isn't scarce"
↳They support others openly, trusting that generosity creates more opportunity


You don't need to lock in all 15 right away.

Even top performers drift on some of these now and then.

Start with one or two.

Work on them daily.

Over time, the mindset stacks - and results follow.

Which one feels strongest for you right now?

---

♻️ Repost this to help others sharpen their mindset.

And follow me George Stern for more practical growth insights.

15 Mindsets of High Performers by George Stern

12 habits that make people want to work with you:


1. Closing the Loop
↳Reliability isn't about perfection - it's about follow-through
↳A quick "Got it, I'll reply by Thursday" goes a long way

2. Showing Up Prepared
↳Trust builds fast when you know the context
↳Read the doc and open the call with a clear point of view

3. Giving Clear Options
↳People want help deciding, not more to think about
↳Share 2 paths and say which one you recommend

4. Respecting Time
↳How you handle time signals how you value people
↳Start on time, end with next steps

5. Being Honest About Capacity
↳Clarity beats optimism every time
↳Say "I can do X by Friday" instead of "I'll try"

6. Listening Actively
↳Feeling heard changes the whole dynamic
↳Take notes and reflect them back in writing

7. Giving Credit Publicly
↳Recognition multiplies goodwill
↳Praise people in the group thread, not just 1:1

8. Being Calm and Direct
↳Avoidance creates more tension than truth
↳Address issues early, without heat

9. Keeping Your Word
↳Reputation is built quietly, over time
↳Deliver when you said you would - or flag early

10. Showing Progress
↳Momentum reduces anxiety
↳Share a simple "Here's what moved this week" update

11. Following Up Thoughtfully
↳The work isn't done when the task ends
↳Ask: "Did this land the way you expected?"

12. Leaving People Better
↳People remember how it felt to work with you
↳Aim to leave them clearer, calmer, or more confident


None of this is flashy.

But it's why people come back.

Which habit do you see missing most often?

---

♻️ Repost to help others in your network.

And follow me George Stern for more professional growth content.

12 Habits That Make People Want to Work With You By George Stern

Dear Managers,

You can't expect a 22-year-old to have 5 years of experience for an entry-level role.

Hire for attitude, and give them a shot.

Everyone begins their career with no experience.

For an entry-level position, prioritize:
↳A positive mindset
↳A desire to improve
↳Receptiveness to feedback
↳Emotional resilience
↳A strong work drive
↳The ability to adapt

If they bring these qualities,
They can learn just about anything.

And it's your responsibility to develop them.

Stop filtering people out with impossible standards.

That inexperienced applicant could become your best hire ever.

But only if you give them a fair chance.

Value potential over resumes.

You will not regret it.
And they will not forget it.

Agree?

---

♻️ Repost to help share this message.

And follow me George Stern for more.

Managers: You can't expect a 22-year0old to have 5 years of relevant work experience for an entry-level job. Hire based on attitude, and give them a chance. George Stern

If you want to earn real respect as a leader:

Don't control people. Support them.

It runs against what many first-time leaders expect,
But loyalty isn't created through authority or demands.

Trust and respect are built when your team feels prioritized,
Not managed from above.

When that happens, you naturally:
↳See stronger performance
↳Lose fewer good people
↳Build deeper engagement

Here's what servant leadership looks like in practice:

1. Create Space for Others
↳Give people room to step up and grow
↳Action: Let a team member lead the client conversation

2. Remove Friction
↳Take obstacles off your team's plate
↳Action: Step in on problems they can't resolve alone

3. Invite Perspectives
↳Make input welcome at every level
↳Action: Run a session where every idea is heard

4. Give Credit Out Loud
↳Make appreciation visible, not private
↳Action: Call out wins in team-wide meetings

5. Empower Ownership
↳Allow people to shape their goals
↳Action: Ask "What do you want to develop this year?"

6. Listen Before Responding
↳Focus on understanding, not defending
↳Action: Repeat their point back before sharing yours

7. Lead by Example
↳Demonstrate healthy boundaries through actions
↳Action: Don't send late-night emails

8. Grow Your People
↳Actively support professional development
↳Action: Assign stretch work aligned with their interests

9. Stay Approachable
↳Lower the barrier to reach you
↳Action: Keep your calendar or door open

10. Extend Trust Early
↳Believe in people before they earn it
↳Action: Encourage new hires to take smart risks

11. Recognize Progress
↳Value improvement, not just results
↳Action: Acknowledge learning, not only wins

12. Keep Your Word
↳Reliability builds credibility
↳Action: Follow through on every commitment


Servant leadership isn't soft.

Setting ego aside and putting others first requires real discipline and confidence.

And the return is enormous.

Have you worked for a leader like this?

---

♻️ Repost to promote better leadership.

And follow me George Stern for more leadership insights.

Servant leadership - increase performance by putting employees first. By George Stern

One toxic coworker can stall an entire team.

Handle them before it's too late:

Most workplace stress isn't about the work.
It's about the people around the work.

If you can name them, you can manage them.

Here are the 12 I see most often:

1. The Credit Taker
↳Claims wins they barely touched and forgets to mention contributors
↳Try this: Document your work publicly and recap outcomes in writing

2. The Chronic Complainer
↳Finds problems in every plan but offers zero solutions
↳Try this: Redirect with "What would you suggest instead?"

3. The Silent Saboteur
↳Agrees in meetings, undermines afterward
↳Try this: Follow every agreement with a written summary

4. The Fire Driller
↳Turns minor issues into constant emergencies
↳Try this: Ask "What actually breaks if this waits 24 hours?"

5. The Boundary Pusher
↳Treats your time as optional and availability as infinite
↳Try this: Set response windows - then stick to them

6. The Praise Fisher
↳Needs constant validation before taking action
↳Try this: Reinforce outcomes, not effort or reassurance

7. The Idea Vampire
↳Latches onto your ideas and rebrands them as their own
↳Try this: Share ideas in group settings with clear attribution

8. The Rule Bender
↳Skips process when it suits them, cites it when it doesn't
↳Try this: Ask for standards to be clarified once - in public

9. The Information Hoarder
↳Withholds context to maintain leverage
↳Try this: Ask direct questions and copy relevant stakeholders

10. The Mood Swinger
↳Emotional volatility dictates the room
↳Try this: Stay neutral, predictable, and fact-based

11. The Fake Ally
↳Acts supportive but disappears when support costs them
↳Try this: Notice patterns, not promises

12. The Blame Shifter
↳Owns wins, distributes losses
↳Try this: Keep decision logs and timelines visible


Toxic coworkers rarely change.
But your strategy can.

Name the pattern.
Adjust your response.
Protect your energy.

Which one have you dealt with before?

---

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12 Toxic Coworkers - What They Look Like and How to Handle Them. By George Stern

If you are starting a new role, don't try to impress.

Do this instead:

Try to remove friction - 
For yourself and everyone around you.

Here is a checklist for the first 90 days that high performers actually use:

1. List what you can decide without permission
↳Then ask what needs a heads-up or approval

2. Pay attention to who gets looped in
↳Those names matter more than titles

3. Ask what has already been tried
↳"What did not work before?" saves you from repeating mistakes

4. Ask questions that surface problems early
↳"Where do new hires usually struggle?"

5. Share a simple 30-60-90 day outline by Week 2
↳One page using bullets - invite edits

6. Notice what gets positive feedback
↳That is your real bar, not the job description

7. Deliver one useful thing fast
↳A fix, a doc, a summary, a clean-up

8. Book short 1:1s before you need help
↳Relationships are easier before urgency

9. Ask how your manager likes updates
↳Slack vs. email, short vs. detailed, often vs. weekly

10. Say no to meetings that do not need you
↳Use the time to make visible progress

11. Treat onboarding like setup, not survival
↳The habits you build now stick

12. Write down what doing well means - then confirm it
↳Ask your manager: "If 90 days went perfectly, what would I have done?"


Most people wait for clarity.
High performers create it.

Which of these would you show to a new hire?

---

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12 Things High Performers Do In Their First 90 Days. By George Stern

Are you tired of people not listening to you carefully?

These 13 phrases change that:

1. "What matters most here is..."
↳Signals prioritization, not opinion

2. "Let me check my assumption"
↳Shows rigor before confidence

3. "The constraint we can't ignore is..."
↳Grounds the conversation in reality

4. "Here is the tradeoff"
↳Adults listen when tradeoffs are named

5. "I might be wrong - but my read is..."
↳Lowers defenses without lowering authority

6. "Before we decide, one clarification"
↳Buys focus at exactly the right moment

7. "The risk isn't obvious, but it's real"
↳Creates curiosity without drama

8. "Let me be precise"
↳Resets vague discussions instantly

9. "The simplest version is..."
↳Complexity relaxes when simplicity enters

10. "What would change my mind is..."
↳Signals openness and intellectual honesty

11. "This is a second-order effect"
↳Elevates the level of thinking in the room

12. "If we zoom out for a second..."
↳Interrupts tactical tunnel vision

13. "Here is what I'd do next"
↳Turns insight into movement


None of these are clever or complicated.
That's why they work.

Which one would improve your conversations the fastest?

---

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13 Phrases That Make People Listen by George Stern

To truly crush your job interview,

You need more than just good responses:

Apply these 16 interview tips to:
↳Show confidence
↳Leave a strong impression
↳And separate yourself from other candidates

1. Pause 2-3 seconds before replying
It signals thoughtfulness and composure, not doubt or nerves - rehearse this beforehand

2. Prepare 5 smart questions
You likely won't ask all of them, but having options shows curiosity and readiness

3. Bring a pen and notepad
Don't overdo it, but jotting a few things down shows engagement and helps recall details

4. Show up 10 minutes early
Arriving sooner can feel awkward; arriving late looks unprepared

5. Respect everyone you meet
Receptionists and coordinators often give feedback on how you behaved - it matters

6. Spend 1 hour researching
Check their site, LinkedIn profiles, and recent updates - it proves real interest

7. Address red flags head-on
Briefly explain gaps or mistakes with confidence, without getting defensive

8. Keep answers to 60-90 seconds
Enough detail to add value, short enough to stay clear and conversational

9. Mirror their energy and pace
Don't copy them, but don't overpower a calm interviewer with speed or volume

10. Use their name naturally
Once or twice during the conversation - personal, not awkward

11. Admit when you don't know
"Great question, I'm not sure, but here's how I'd handle it..." shows honesty and thinking skills

12. Stick to one main point per answer
This keeps responses clear and easier to remember

13. Highlight what you learned
When discussing past roles, focus on lessons gained - not failures

14. Show interest through body language
Sit upright, lean in slightly, keep hands visible, and nod occasionally

15. Stay composed and recover smoothly
If something goes wrong (tech issues, blank moment): breathe, smile, and say, "Let me rephrase that"

16. Send a customized thank-you note
Within 24 hours, email 4-6 sentences that are specific, genuine, and upbeat


None of these tips require prior experience or special interview skills.

They can all be learned with simple practice and prep.

Use them!

Any tips you'd add?

---

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16 Interview Tricks That Will Set You Apart. By George Stern

Most people think confidence comes from experience.

Actually, it comes from 13 daily choices:

1. Follow-through
↳Confidence grows when you keep small promises
↳Example: Finish the task you said you would before starting a new one

2. Preparation
↳Ready beats perfect every time
↳Example: Spend 10 extra minutes reviewing before a meeting

3. Conciseness
↳Overexplaining signals doubt
↳Example: Answer the question once, then stop talking

4. Silence
↳Pauses create authority
↳Example: Count to three before responding in conversations

5. Momentum
↳Progress builds self-trust
↳Example: Ship the draft instead of polishing one more hour

6. Clarifying
↳Guessing erodes confidence
↳Example: Ask one direct question instead of assuming

7. Energy
↳Your body leads your mindset
↳Example: Move for 5 minutes before opening email

8. Honesty
↳Delayed truth costs confidence
↳Example: Say the uncomfortable thing today, not next week

9. Detachment
↳Feedback is data, not identity
↳Example: Write down the note without labeling yourself

10. Boundaries
↳Long explanations weaken the no
↳Example: Say no, state your boundary and stop there

11. Initiation
↳Ready comes after action
↳Example: Start before you feel confident

12. Consistency
↳Repetition beats intensity
↳Example: Do the same small habit at the same time daily

13. Self-trust
↳Confidence compounds internally
↳Example: Decide without asking for one more opinion


Confidence isn't something you earn one day.

It's something you practice daily -
In choices so small they are easy to dismiss.

Which one seems the most underrated?

---

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Building confidence - 13 daily choices that compound. By George Stern

Can't take a vacation without your phone blowing up?

You haven't mastered delegation:

Most leaders think they delegate. 

In reality, they just dump tasks without the authority, context, or support needed for success.

12 delegation techniques that actually work:

1) Match the task to the person
↳Ask: "Who would benefit most from this challenge?"

2) Transfer authority, not just responsibility
↳Be explicit: "You own this now, you can make these decisions without me"

3) Define the outcome, not the process
↳Focus on: "Here's what we need to achieve" instead of "Here's how to do it"

4) Explain the why behind the what
↳Share: "Here's how this connects to our team's larger goals..."

5) Set clear boundaries
↳Be specific: "You have $2000 and 3 weeks - quality cannot be compromised"

6) Create checkpoints, not checkups
↳Try: "Let's review progress on Friday" not "How's it going?" three times daily

7) Accept imperfect execution
↳Practice: Let them complete it their way unless it's truly off track, not just different from yours

8) Build a delegation ladder
↳Think: "What slightly bigger challenge could they handle next?"

9) Provide a safety net, not a safety harness
↳Offer: "I'm here if you get stuck, but I trust you to figure this out"

10) Debrief the learning, not just the result
↳Ask: "What did you learn that will help you tackle bigger challenges?"

11) Document decisions and give credit publicly
↳Share: "Sarah made the call to pivot our approach, and it paid off"

12) Resist the urge to reverse-delegate
↳Respond with: "What do you think we should do?" not "I'll handle it from here"


True delegation isn't about clearing your plate.

It's about developing your people while creating space for the strategic work only you can do.

The most productive leaders I know don't do more.

They delegate better.

What specific task do you want to fully delegate? 

---

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12 Delegation Techniques That Actually Work by George Stern

Most people think failure is a bad thing -

It usually is the opposite:

Because real failure is invisible.

It looks like never shipping, 
Never asking, 
Never risking being wrong.

When you think you failed, 
It means you actually tried.

Here is what "failure" looks like in real life - 

And why each one still moves you forward:

1. You launched and nobody cared
↳You finally got real feedback instead of guesses
↳Next step: change one variable and relaunch within 14 days

2. You posted consistently and growth stalled
↳Effort was there - distribution was the missing piece
↳Next step: study your top 3 posts and remake them from a new angle

3. You pitched and got a no
↳Now you know what didn't land instead of wondering why
↳Next step: ask one follow-up question and refine the next pitch

4. You built something people didn't use
↳The prototype did its job by revealing what wasn't valuable
↳Next step: interview 3 users and rebuild using their words

5. You took the role and it didn't work out
↳You expanded your range and learned faster than if you stayed safe
↳Next step: extract the skill you gained and apply it somewhere new

6. You shared an opinion and got pushback
↳You stopped blending in and started being specific
↳Next step: clarify your stance instead of sanding it down

7. You tried to lead and made mistakes
↳This is how leadership actually gets learned - in public
↳Next step: name the miss, fix it once, move forward

8. You aimed higher and missed
↳That miss showed you where the real edge is
↳Next step: reset the target slightly, not dramatically


Failure is not the opposite of success -

It's the admission ticket.

Have you had a recent "failure" that was still worth it?

---

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If you failed, good. That's proof you played the game. Most people stay on the sidelines.

Leadership isn't defined by personality.

It's these 12 choices:

1. Clarity over complexity
↳Make the work easier to execute, not harder to explain

2. Responsibility over excuses
↳Own outcomes - even when variables exist

3. Standards over comfort
↳Raise the bar before the room asks you to

4. Listening over reacting
↳Pause long enough to actually hear the signal

5. Decisiveness over consensus
↳Gather input - then decide

6. Candor over harmony
↳Tell the truth early, not politely late

7. Long-term over short-term
↳Optimize for trust, not quick gain

8. Coaching over controlling
↳Build capability instead of dependency

9. Focus over busyness
↳Fewer priorities, ruthlessly protected

10. Composure over volatility
↳Your nervous system sets the pace

11. Learning over defending
↳Curiosity beats ego every time

12. Service over status
↳Power is a responsibility, not a reward


None of these are dramatic.

That's the point.

Leadership is decided in the ordinary moments you repeat.

Which of these feels most uncomfortable right now?

---

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12 Choices That Define Leaders by George Stern

These 9 mental resets will change how you work:


1. "More effort will fix this" ➡️ "A smarter approach will fix this"
↳Small structural changes outperform sustained overexertion

2. "Everything is important" ➡️ "A few things drive most results"
↳Disproportion is normal - treat it that way

3. "I should keep my options open" ➡️ "Progress requires choosing"
↳Progress requires closing doors, not standing in hallways

4. "This is how it's always done" ➡️ "What's the best approach in this instance?"
↳Most rules survive from habit, not usefulness

5. "I need the right answer" ➡️ "I need a workable answer"
↳Eliminating obvious failure beats chasing perfect strategy

6. "I can keep it all in my head" ➡️ "My brain needs fewer decisions"
↳Cognitive load quietly taxes quality and speed

7. "This works for now" ➡️ "Will this still work later?"
↳Second-order effects shape outcomes long after the first win

8. "Clear goals are enough" ➡️ "Daily systems decide results"
↳What you repeat matters more than what you intend

9. "Maximum efficiency is the goal" ➡️ "Sustainable pace wins"
↳Buffers protect progress when reality intervenes


Mental models are leverage.

They sit upstream of every decision, every habit, every system you build.

Change the model and the behavior often updates on its own.

Which one of these seems most powerful?

---

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9 Mental Models That Change How You Work

7 visuals that will shift your mindset
(Number 4 is my favorite!)

All are by the talented Roberto Ferraro. 

1. Mastery is built by alternating
↳Learning without doing stays theoretical
↳Doing without learning eventually plateaus

2. Your peer group sets your ceiling
↳Being the best in the room feels good
↳Learning from better people makes you better

3. You never see the full picture
↳You see highlights, not the whole emotional range
↳Be careful who you compare your behind-the-scenes to

4. Most learning doesn't come from theory
↳Books give you knowledge
↳Practice and mistakes give you depth

5. Burnout has more than one look
↳It doesn't always look like collapse
↳Sometimes it looks like slowly becoming less yourself

6. Choice requires constraint
↳You can open many doors, but you can't walk through all of them
↳Progress comes from committing, not keeping options open

7. Failure isn't missing shots
↳Trying and adjusting is part of the process
↳Not taking the shot at all is what actually stalls growth


Which of these visuals resonated most with you?

---

♻️ Repost to help someone recalibrate how they think about growth.

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George Stern

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The Battle

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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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