Change is hard. But you won’t create a joyful workplace by leading the way you’ve always led. In this talk, Rich explores his own journey to joy, focusing on how he had to learn to lead in a completely different way and, by doing so, witnessed results that exceeded his wildest expectations.

Participants will identify opportunities for coaching that might normally go unnoticed. Focusing on respect for people, this session reveals how tending to what people need to perform well provides a basis for developing a coaching style of leadership.

In addition to the traditional Lean applications, the session focuses on being aware of how leaders are interacting with their teams on a continual basis.  The session is based upon lean being both a mindset and a way to work.  Therefore, the coaching style of leadership also needs to be both a mindset and a way to work.  Not only is daily coaching an approach for leaders, but also amongst peers as members of a team.

Participants will first identify opportunities for coaching team members and then practice types of questions that are helpful to addressing these coaching challenges

During this interactive session participants will learn and practice the value of going to Gemba, iterating toward aspirational goals/challenges by following the Plan-Do-Check (Study)-Act Cycle as a Learner with a Coach. This session is linked to the “Be a Coach…” session facilitated by Tracy Defoe.

Individuals at different levels in organizations think about things differently. Understanding how individuals process/think through situations on the five key attributes increases the “Real” exchange of information, learning and cause “REAL” change. The question we must embrace, understand and answer is: Are we projecting how we want to be coached or understanding how the coachee wants/needs to be coached and meeting them where they are? In this session you will learn how to know what you coachee needs from you for you both to be successful.

After introducing Lean to 4 organizations, Patrick combined the healing mission of organizations he led with implementing Lean to develop a unique theory of addressing the psychology of lean during implementation. This systems approach is partially based on a Restoration to Health hypothesis Patrick envisioned for addressing Childhood Acquired Trauma. Initially designed to implement lean management and addressing behavioral issues in tribal health systems, he saw a direct application for guiding an organization through the difficulties of lean change management. As CEO for an anti-poverty organization in Alaska, he used this systems approach to achieve a startling transformation in less than 3 years

As coaches we are also learners, teachers and sometimes guides. Join this interactive session to explore your role as a coach in a lean environment. How do you respect yourself, keep learning and stay the course with your own compass for the relationship and mechanics of coaching? How do you strive for more than you thought possible? This session follows Have a Coach by Deondra Wardelle

WHY I DO WHAT I DO

Two things about my work intrigue me. I love helping clients solve their culture puzzle. What is working well? What is not? What norms hold the current culture in place? How can we understand the root causes behind why the culture is the way it is? Then we work to build and create an intentional culture. When I work with individual problem solvers’, I love the A-HA moment when they realize that this stuff works! They get solid results and then they want to apply the concepts even more. I’m fascinated by what people accomplish using the improvement methods I teach.

• I enjoy spending time with husband of 25 years and my two boys…being involved in their lives and watching them grow up.
• I like to stay active with biking, hiking, and Pickleball. I enjoy traveling and seeing new places, especially visiting our country’s National Parks.

As a newer coach, it can be difficult to step into the realm of helping others learn and succeed as opposed to making improvements yourself. Even for veteran coaches, it can be easy to pull your learner too far from their current knowledge level and risk damaging the relationship. In this workshop, my aim is to teach what it means to “meet your customer where they are” or to match them. There are two major principles to this; Understand the other person’s view and Take 1 step forward together. Each one has some exercises where attendees will practice doing this with each other. A rough outline of the workshop is below.

As a leader have you ever felt the feeling of dread giving feedback to someone?  You are expected to coach others, knowing that people will be resistant to change so you prepare for the anticipated conflict ahead.  But does it have to be a conflict? How do I overcome the negative image of feedback? Is my feedback forward looking or backward judging?  What does it take to successfully improve my coaching? In this breakout, Mike Wroblewski will share approaches, failures and stories in developmental coaching.  Mike will offer his insight and tips to help both those beginning the lean journey and those wanting the advance their lean initiatives.

The Lean Model has had a profound effect on many organizations.  But what differentiates the spectacular organizations is the obvious feeling of joy people have at work.  You can literally feel the alignment between individual purpose and meaning with the achievement of the organizational goals.  People are led with vision, humility and a deep sense of respect for every individual.

In the first section we will explore how to create self-reliant individuals by combining their own strengths and aspirations with those of the organization. The second section will then explore how individuals’ work lives flow within defined areas, such as: opportunities to learn, community inclusion and mental/physical wellbeing.  The third and fourth sections will focus on the roles of human resources and leaders respectively in fostering an environment where people do their best work.

In this highly interactive workshop, you’ll practice a proven performance improvement system that’s based on Lean cultures. You’ll leave with practical strategies that you can use to enable your people to maximize their potential.

In this interactive workshop, Karen will introduce participants to the clarifying questions coaches should ask problem solvers at each step in the problem-solving cycle to help them build their capabilities more quickly and easily.

Participants are encouraged to bring problems they or their teams are working on (or need to work on) so they can apply the concepts to real-world work—while practicing being a coach.

A common challenge faced by coaches is maintaining the motivation of the learner to enthusiastically continue the process.

We will challenge the coach to understand coaching with the intent of building, rather than diminishing, the motivation of the learner by building on understanding of the fundamental psychological needs inherent in all people.

We will also explore common failure modes as to how teachers and coaches lose the interest of students over time, discuss countermeasures to these obstacles, and practice proven engagement techniques.

In other words, we will explore our Anti-target: how to ensure your learner quits and explore your organization’s current practice through this lens. Ultimately we want to understand what makes the learner quit, and seek to do the opposite.