Building a Performance-Based Culture During Performance Review Season
- Goals, Lean Management
- January 14, 2026

Lean leadership emphasizes a culture of accountability where individuals and teams are empowered to take ownership of their actions and outcomes. This fosters a continuous improvement mindset within the organization, driving efficiency and effectiveness. Lean management is a leadership approach that supports continuous improvement through collaborative problem solving. Rather than leading from the top down,
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Embarking on the journey of Lean is akin to setting sail into a vast ocean of continuous improvement and relentless pursuit of excellence. It’s a voyage that demands not only a steadfast commitment to the principles of Lean but also an unwavering dedication to fostering a culture of empowerment and respect within an organization. Lean
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Lean thinking is fundamentally transforming the way organizations operate. The Lean principles of continuous improvement, respect for people, and a relentless focus on delivering customer value are making teams and organizations rethink the practices that might have guided them for decades. For Lean to be truly effective, it needs effective Lean Leadership — to champion
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The Role of a Lean Leader: Building a Culture Beyond Tools In many organizations attempting Lean transformations, there is a common—and critical—missing piece: lean leadership development. While Lean is often associated with tools like 5S, Kanban, or value stream mapping, these tools account for only a fraction of what’s needed for sustainable success. Research by
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Larry Culp, CEO of GE, their first outside CEO in 125 years has been leading their transformation using a Lean mindset. Many Lean practitioners and business leaders have been following GE’s performance. Recently Larry released the annual report and I really appreciate the lessons I found within. You can read the full report here. 1.
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Many organizations have begun the journey to make their businesses lean. Some have reported early successes while others have struggled or fallen into the rut entitled “flavor of the month.” As is usually the case with this kind of organization change, implementation precedes understanding. What follows are missteps, rework, confusion, organizational angst, and the aforementioned
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