Episode 12 - Kata & TWI Summit Reflections

Episode 12 - Kata & TWI Summit Reflections

What actually makes change stick? Is it: * the tool?  * the process?  * the storyboard?  * the training?  Or is it something much deeper? In this episode of Thoughts on Change, I sit down with Mark Rosenthal and Laurel Martin to unpack one of the biggest challenges in Continuous Improvement: Why organizations can implement Lean tools… and still struggle to create lasting behavior change. And honestly? This conversation gets to the heart of what real change leadership actually looks like.   What We Explore We dig into: * why psychological safety matters in Continuous Improvement  * how leaders unintentionally reinforce the wrong behaviors  * why curiosity is more powerful than blame  * the difference between compliance and genuine engagement  * how Kata and TWI are often misunderstood as “tools” instead of leadership development systems  * what it really means to “integrate, not implement”  * why unresolved disagreement at the leadership level quietly kills transformation efforts  * and how sustainable culture change happens through repeated responses—not presentations    One of My Favorite Moments One of the strongest themes in this conversation is this shift: Instead of asking: “How do we get people to comply?” What if we asked: “What kind of response are we reinforcing?” Because every leadership reaction teaches people something. When leaders respond with: * blame  * defensiveness  * pressure  * control  People learn to: * hide problems  * avoid risk  * stay quiet  * protect themselves  But when leaders respond with: * curiosity  * experimentation  * safety  * learning  People begin to think differently. And that’s where culture shifts.   The Power of the First Reaction We also talk about how important those first few seconds are when something goes wrong. That moment when: * a standard isn’t followed  * an experiment fails  * someone raises a concern  * resistance appears  Your first reaction matters more than you think. Because leaders are constantly teaching people: ·       what is safe ·       what gets punished ·       what gets rewarded ·       and what kinds of thinking are welcome   Compliance vs Commitment One of the biggest takeaways from this episode: Compliance is not the same thing as commitment. If your change effort depends entirely on: * convincing harder  * presenting more data  * pushing people toward agreement  You may get short-term compliance… …but not real ownership. Real teamwork requires: * trust  * safety  * involvement  * and genuine alignment    A Powerful Reframe One line from the conversation that really stuck with me: “Integrate, don’t implement.” Because sustainable change doesn’t happen when we drop a Lean tool into an organization and hope people use it. It happens when: * people understand it  * it fits their context  * it solves a meaningful problem  * and leaders reinforce the behaviors needed to sustain it    What This Means for CI Leaders If you work in: * Continuous Improvement  * Operational Excellence  * Lean leadership  * manufacturing leadership  * culture transformation  * organizational change  This episode is a reminder that your real job isn’t installing tools. It’s shaping: * systems  * responses  * behaviors  * and learning environments    Reflection Questions As you listen, think about: * What behaviors are being reinforced in my organization right now?  * How do leaders respond when problems surface?  * Are we building compliance… or capability?  * What reactions are unintentionally creating fear or defensiveness?  * Are we integrating improvement into culture—or just implementing tools?    The Big Takeaway Sustainable change is not about: ·       installing a storyboard ·       running a workshop ·       forcing agreement It’s about intentionally shaping how people think, respond, learn, and engage over time. That’s the real work.   Connect with the Guests This episode features insights from: * Mark Rosenthal  [https://www.linkedin.com/in/markrosenthal/?skipRedirect=true] * Laurel Martin  [https://www.linkedin.com/in/laurelhmartin/] Both bring deep experience in Lean thinking, leadership development, Kata, and organizational learning.   Enjoying the Podcast? If you’re trying to move culture instead of just install tools, hit subscribe and share this with another CI warrior who’s navigating the messy human side of change. Video [https://youtu.be/55mdKA4vg7Q]

Episode 11 - Are you overhelping your team? Helping with intention in CI.

If you work in CI, helping probably feels like second nature. In fact, it’s probably one of the reasons you got into this work in the first place. But here’s the uncomfortable question we’re digging into today: Is your helping actually helping? There’s a fine line between helping people grow and accidentally creating dependence. And if you cross that line, your help can quietly become harmful—for them and for you. The Hidden Trap for CI Leaders Many of us in CI become the scheduler, organizer, reminder system, problem solver, answer machine. At first, that support may be necessary. But over time? You can unintentionally train teams to rely on you instead of building their own capability. That’s when frustration grows, burnout starts creeping in, resistance increases, and you become the bottleneck in the very change you’re trying to create. What You’ll Learn In this episode, we continue the C.H.A.N.G.E. Shaper™ series by unpacking the second characteristic: Help with Intention You’ll learn: * the difference between helpful help and hurtful help * how overhelping creates dependency in teams * how to recognize when you’ve crossed the “helpful line” * practical ways to step back without abandoning people * how boundaries can actually increase your credibility and respect The Vicious Cycle of Overhelping Overhelping creates a pattern that looks like this: You step in to help: → people depend on you → you become overwhelmed → frustration builds → resistance increases → burnout follows. Helping with Intention Looks Different Helping with intention does not mean abandoning people, withholding support, or saying “figure it out yourself”. It means being intentional about what support they actually need, what capability they need to build next, and how you can help them grow without becoming dependent on you. Powerful Questions to Ask Instead of Giving Answers One of the biggest shifts? Moving from answering to asking. Some favorite coaching questions from the episode: * “What problem are you trying to solve?” * “What do you already know about that?” * “How could you find that out?” * “Who else might know more about this?” * “How could you test your understanding?” Sometimes giving the answer quickly is just another form of doing the work for them. And as uncomfortable as it can feel, stepping back may actually be the most supportive thing you can do. Reflection Questions Think about a current project or team you’re supporting. Ask yourself: * Where am I stepping in too quickly? * Who am I unintentionally training to depend on me? * Am I helping because it’s best for them… or because it feels safer for me? * What question could I ask instead of giving the answer? The Shift Helping with intention shifts you: from hero to leader. That’s where sustainable change starts to happen. What’s Next Next up in the C.H.A.N.G.E. Shaper™ series: Advocating for What Is Really Important In noisy organizations, helping people improve isn’t enough—you also need to know how to connect change to what truly matters. Want More Support? Most of the women I work with aren’t struggling because they lack knowledge or skill. They’re struggling because their approach isn’t landing the way they think it is. They’re overhelping and overexplaining. And exhausting themselves trying to create change. That’s exactly what we work through inside Credible. Heard. Used. You’ll find more information here [https://www.kellymallery.com/credibleheardused] Video [https://youtu.be/LNG3rv53kbU]

Episode 10 - Stop Treating People Like Projects: The Real Secret to Influence in CI

If you’re struggling to get engagement with your change efforts, there’s a good chance the problem isn’t their resistance… …it’s your lack of connection. I know—this one can sting a little. In Continuous Improvement, we’re trained to focus on tools, systems, and results. But the truth is, none of those things work without people. And when we stop seeing people as people—and start seeing them as the means to get our change implemented—we unintentionally invite the very resistance we’re trying to avoid. In this episode, we kick off the C.H.A.N.G.E. Shaper™ series with the foundation of everything:  Connecting with curiosity and compassion. And no—this is not “soft stuff.” This is skilled work. This is influence. This is what makes change actually stick. What You’ll Learn * Why pushing harder often creates more resistance  * What it really means to “connect” (without oversharing or crossing boundaries)  * The 3 simple steps to connect with people in real time:   1: Read the room, 2: Meet people where they are, 3: Ask permission before diving into change  * How curiosity helps you avoid assumptions and actually understand what’s going on  * Why compassion doesn’t mean agreeing—it means understanding  * How resistance is often rooted in fear and uncertainty (not defiance)  The Shift When you lead change without connection, people feel: * managed  * pushed  * overlooked  When you lead with curiosity and compassion, people feel: * seen  * respected  * willing to engage  And that shift? That’s where credibility starts to build. Try This Think about a change you’re working on right now. Now think about one person you need on board. Ask yourself: * Did I actually connect with them as a person?  * Did I read the room before jumping in?  * Did I ask for permission—or just push forward?  * Did I come in curious… or already convinced I knew the answer?  * Did I make them feel understood—or dismissed?  No judgment here. Just awareness. Because awareness is where better choices start. Key Reminder Connection is not soft work.  It’s skilled work. And it’s where real influence—and real change—begins. What’s Next In the next episode, we’ll build on this foundation and talk about the second characteristic of a C.H.A.N.G.E. Shaper™: Helping with intention — and why the way you help might actually be slowing people down. Want More Support? If this episode had you thinking, “Wow… I’ve definitely been there,” you’re not alone. I’m opening up a small group experience for women in Continuous Improvement: Credible. Heard. Used. This is for you if: * Your ideas aren’t landing the way you intend  * You’re feeling resistance and not sure why  * You want to influence without pushing harder  Check out the link below.   00:00 Engagement Isn’t the Problem 00:57 Meet the CHANGE Shaper 01:54 Why Connection Matters 04:08 Three Steps to Connect 06:57 Example Conversation With Kim 08:56 Curiosity Builds Clarity 12:12 Compassion Isn’t Caving 14:45 Reflect and Apply Today 16:31 Wrap Up and What’s Next 16:57 Program Invite and Closing   Links: https://www.kellymallery.com/changeshaper [https://www.kellymallery.com/changeshaper] https://www.kellymallery.com/credibleheardused [https://www.kellymallery.com/credibleheardused] Video: https://www.youtube.com/watch?v

Episode 9 - Herding Humans, a new way to lead change

In this episode of “Thoughts on Change,” Kelly proposes a shift from pushing change to “shaping what’s possible” through credibility and influence. She defines a “change shaper” as someone who shows up effectively when resistance appears, regardless of title, and outlines six characteristics: connect with curiosity and compassion to create safety; help with intention to build others’ capability without rescuing; advocate for what truly matters by linking change to purpose, values, and priorities; navigate the business environment by understanding pressures, informal networks, and organizational politics while translating between leaders and frontline teams; get the right people involved rather than convincing everyone; and energize positive momentum by celebrating small wins and highlighting progress. She emphasizes practice over perfection and previews deeper future episodes. 00:00 Why Change Pushes Back 00:33 Meet Thoughts on Change 01:02 Becoming a Change Shaper 02:20 Connect with Curiosity 03:21 Help with Intention 04:03 Advocate What Matters 04:43 Navigate Business Politics 05:38 Get the Right People 06:19 Energize Momentum 06:56 Practice Over Perfection 07:20 Wrap Up and Next Steps   Links: https://youtu.be/yjrXy_0Z2Xc https://www.kellymallery.com/changeshaper

Episode 8 - Building a bridge from credibility to shaping change

Kelly introduces Thoughts On Change as a podcast about the human side of leading change and explains the recent progression from “Resistobots” (internal reactions to discomfort) to the Transform framework and now a focus on credibility. She shares feedback, especially from women in continuous improvement roles, who are doing the work but want to be trusted to lead real change. Kelly argues credibility isn’t an add-on or ego-driven goal but an outcome that emerges from how leaders respond under pressure, handle pushback, balance empathy with direction, and move change forward without steamrolling people. By noticing Resistobots and shifting from automatic reactions to observing, revealing root causes, and making alliances, leaders reduce feelings of being managed and build momentum without burnout. She names this way of being “the change shaper,” previews upcoming practical applications (“being fluent in change”), and invites listeners to the next episode.   00:00 Welcome to the Show 00:36 Series Shift Explained 01:19 Why Credibility Matters 02:05 Credibility Emerges 03:11 Becoming a Change Shaper 04:34 You Are Right on Time 05:01 Fluent in Change Preview 06:05 Next Episode Teaser 06:21 Closing and Sendoff   Links: https://www.kellymallery.com/thoughtsonchange [https://www.kellymallery.com/thoughtsonchange]   Video: https://youtu.be/-RlhNi37Duo [https://youtu.be/-RlhNi37Duo]