『Chain of Learning: Leadership Strategies for Continuous Improvement and Transformational Change』のカバーアート

Chain of Learning: Leadership Strategies for Continuous Improvement and Transformational Change

Chain of Learning: Leadership Strategies for Continuous Improvement and Transformational Change

著者： Katie Anderson
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今ならプレミアムプランが3カ月 月額99円

2026年5月12日まで。4か月目以降は月額1,500円で自動更新します。

概要

 Chain of Learning® is the trusted leadership podcast for transformational change leaders, Lean and operational excellence practitioners, and internal change agents who believe that people—not tools—are the foundation of sustainable results. If you’re committed to continuous improvement and continuous learning, and want to build a culture where teams are capable, confident, and empowered to solve problems, innovate, and lead at every level—this podcast is for you. Hosted by Katie Anderson, award-winning author of "Learning to Lead, Leading to Learn" and globally recognized expert in people-centered leadership, Chain of Learning explores how leaders at all levels move from transactional “doing” to a vibrant, engaged culture of learning—where people and process lead to organizational success. Each biweekly episode offers practical insights, reflective questions, and real-world examples to help you: * Build high-performing learning cultures * Strengthen continuous improvement, influence, and Lean leadership capabilities * Lead transformational change with intention * Develop people through problem-solving, coaching, and leadership development * Improve performance while investing in human potential Grounded in human-centered leadership and the principles of the Toyota Way, the podcast features conversations with influential thinkers and practitioners shaping the future of organizational learning, operational excellence, and change leadership. Past guests include Carol Dweck, Michael Bungay Stanier, Jim Womack, Gene Kim, and Larry Culp. Through thoughtful conversations, real-world stories, and practical reflection, you’ll learn how leadership behaviors, learning mindsets, and systems thinking come together to create sustainable impact. Subscribe and follow Chain of Learning® to deepen your impact—and share this podcast with your friends, fellow change leaders, and colleagues so that we can strengthen our Chain of Learning together. Podcast website: ChainOfLearning.com Katie Anderson’s website: KBJAnderson.com Connect with Katie: linkedin.com/in/kbjanderson Read Katie's award-winning book: LearningToLeadLeadingToLearn.com Download the KATALYST™ Change Leader Assessment: KBJAnderson.com/Katalyst© 2026 Integrand LLC | Katie Anderson Consulting マネジメント マネジメント・リーダーシップ 経済学
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  • 73 | Small Steps, Leading with Heart: How Transformation Sustains [with Richard Koch]

    73 | Small Steps, Leading with Heart: How Transformation Sustains [with Richard Koch]
    2026/04/29
    The way you’re leading transformation might be getting in the way of the culture you’re trying to build.As change leaders and practitioners, we care about results. But in that focus, it’s easy to stay on the outer work—processes, metrics, systems—and underestimate the inner work – our mindset, behaviors, and relationships – that actually moves people.Our passion can unintentionally pull us away from creating the conditions for learning, alignment, and growth, and taking ownership back by stepping in to do, to solve, and to own the work.To explore this, I’m joined by Richard Koch, who has spent 25+ years leading change inside large, complex global organizations—from frontline improvement to system-level transformation. We’re connected by a shared belief: sustainable transformation doesn’t come from pushing harder. It comes from creating the conditions for people to be successful.In this conversation, Richard shares what he’s learned from being inside that tension including why the way many organizations deploy improvement teams can unintentionally prevent the problem-solving ownership they’re trying to build.You’ll Learn:Why daily work and small steps are where long-term change is actually builtHow separating leadership development and continuous improvement creates confusion—and weakens ownershipWhere improvement teams unintentionally take over the work and limit capability growthWhat it looks like to support leaders in owning change without stepping in to solve itWhy the leader must be at the center of transformation—and what changes when that responsibility is heldABOUT MY GUEST:Richard H. Koch is Managing Director of Serofia and works with leaders who want to create meaningful progress for people, performance, and the future they are helping to shape. Drawing on more than 25 years of international experience across strategy, leadership, operational excellence, innovation, and transformation, he brings together coaching, training, and consulting in a way that is both human and practical. His approach is grounded in systems thinking, deep listening, and helping leaders turn strategic ambition into real progress through small steps and real work.Will you help me?I have a quick favor to ask. I’m conducting research for my next book and would love to get your insights on people-centered, learning organizations and the leadership that creates them. The survey takes just 5 to 10 minutes and your responses will directly shape the book and a future Chain of Learning podcast episode.-> Take the Survey here, open through May 22.IMPORTANT LINKS:Full episode show notes: ChainOfLearning.com/73Connect with Richard Koch: linkedin.com/in/richardkoch88Learn more about Serofia: serofia.comFollow me on LinkedIn: linkedin.com/in/kbjanderson Subscribe to my newsletter: kbjanderson.com/newsletterCheck out my website for resources and working together: KBJAnderson.comTIMESTAMPS FOR THIS EPISODE:03:44 Importance of seeing potential in every person06:10 How seemingly insignificant actions ripple through teams08:37 Why separating leadership and improvement work breaks progress09:14 The Inner System vs. Outer System framework and how it drives change12:19 The negative effect with silos that keeps you away from focusing on the work and the leader15:14 Why forcing change undermines ownership17:32 The mindset shift for change leaders and internal consultants19:07 Why daily work is the path to long-term transformation 21:22 When improvement work splits into process and leadership, change stops sticking23:19 Why direct observation and connection matter25:23 Challenge of relying on experts to help solve problems28:27 How to build sustainability instead of dependency29:05 Navigating trust, timing, and influence with senior leaders32:25 Leading with empathy and understanding the pressure leaders are under33:52 Value of having the right outside partner to achieve goals35:50 Seeing a leader move from sponsor to truly owning and enabling change39:36 Importance of staying curious and creating space for ideas and growth41:00 Taking small steps to make big changes43:00 The essence of small steps, belief in people, and leading with heart to create the conditions for change Participate in my Survey:https://docs.google.com/forms/d/e/1FAIpQLScjlCi-Y3rfzihImMRahEfxMuPr4uqZ4TVqy7h5iRyEQ_uadQ/viewform?usp=dialogThank you
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    47 分
  • 72 | Finding Clarity Through the Messy Middle: Reflections from My Book Retreat [with Betsy Jordyn] (BONUS)

    72 | Finding Clarity Through the Messy Middle: Reflections from My Book Retreat [with Betsy Jordyn] (BONUS)
    2026/04/22
    The messy middle is part of the learning process.It’s the point where what worked before no longer fully fits—but what comes next is not yet clear.Where your thinking is still forming, your ideas are evolving, and the answer has not fully emerged.And while it can feel uncertain, this is often where the deepest continuous learning happens.In this behind-the-scenes bonus episode on Chain of Learning, I share a live conversation with, Betsy Jordyn, my business coach and strategic thinking partner, recorded on the final day of a working retreat earlier this month. We pull back the curtains and invite you into our unscripted reflections from working through the messy middle of shaping my next book—and the leadership (and life) lessons that continue to emerge through the process.Tune in to hear the real-time learning, reflection, and refinement happening as I shape the ideas behind my next book.You’ll learn:Why the messy middle is often a necessary part of continuous learning, growth, and effective change leadershipHow to recognize when forcing clarity too early limits stronger thinking from emergingWhat it looks like to let ideas evolve instead of defending what came beforeHow collaboration and outside perspective sharpen your judgment and deepen your thinkingWhy modeling your own learning process creates stronger conditions for learning in othersHow to stay engaged in uncertainty without rushing to jumping to answers too quicklyABOUT MY GUEST:Betsy Jordyn is the founder and CEO of Betsy Jordyn International, a strategic branding firm that helps transformational consultants and coaches refine their messaging, positioning, and offers to accelerate their success and amplify their impact. She is also the host of the Consulting Matters podcast and a sought-after speaker and trainer on brand strategy, executive influence, and the business of transformation.Will you help me?I have a quick favor to ask. I’m conducting research for my next book and would love to get your insights on people-centered, learning organizations and the leadership that creates them. The survey takes just 5 to 10 minutes and your responses will directly shape the book and a future Chain of Learning podcast episode. -> Take the Survey here, open through May 22.IMPORTANT LINKS:Full episode show notes: ChainOfLearning.com/72Connect with Betsy Jordyn: linkedin.com/in/betsy-jordynListen to Betsy’s Podcast, Consulting Matters: betsyjordyn.com/podcasts/consulting-matters Check out my website for resources and working together: KBJAnderson.comFollow me on LinkedIn: linkedin.com/in/kbjanderson Download my FREE KATALYST™ Change Leader Self-Assessment: KBJAnderson.com/katalystSubscribe to my newsletter: kbjanderson.com/newsletter Take the People-Centered Leadership SurveyTIMESTAMPS FOR THIS EPISODE:01:16 The hidden reality of creativity and why books are written multiple times02:39 What the messy middle feels like and why this stage matters more than we think05:04 Re-centering leadership on what’s within your control in a world of constant change06:00 Why influence isn’t about forcing change, but creating conditions for growth08:12 Reframing resistance and what people actually need to move forward10:06 How to keep evolving instead of staying stuck in old ways of thinking12:26 The process of writing a book and getting clarity on the what the book is about16:04 Why growth often requires releasing what once worked17:09 Benefits of collaborating in person vs. using AI as a thinking partner18:07 Why learning can’t be forced, but we need to allow space for insight22:07 The concept of omotenashi and looking at a lens of caring from a human angle24:14 The meaning of Intention = Heart + Direction to create the conditions for learning29:15 What changes when you respect others’ agency instead of driving direction32:19 How to have empathy and not push your agenda when leaders are not “bought in”33:01 Why your expertise can become a barrier to connection and clarity35:46 How different perspectives reveal whether your message actually lands38:08 Moving beyond the lingo to prevent barriers43:27 Why growth requires releasing identities, ideas, and ways of working
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    46 分
  • 71 | Own the Thinking Process, Not the Thinking: How Leaders Build Problem-Solving Capability

    71 | Own the Thinking Process, Not the Thinking: How Leaders Build Problem-Solving Capability
    2026/04/15

    Caring becomes carrying.


    It happens so naturally we rarely notice it. Someone brings us a problem. We care. We want to help. And somewhere in that desire to help, without meaning to, we take on the weight of solving it ourselves.

    That shift is subtle. And costly.

    Because the moment you take ownership of the thinking, you take away the very capability you're trying to build.


    In this episode, I explore a critical shift in change leadership: how to hold the thinking process so others can solve their own problems — without taking on their work as your own.

    Your value as a leader isn't in having the answer. It's in creating the conditions where others can think, test, and learn. When you want to create empowered problem-solving in your organization, stepping back is stepping up.

    You'll Learn:

    • How to notice when you've shifted from supporting someone's thinking to carrying their problem
    • Why redirecting your focus from the problem to the person working through it changes everything about how you coach
    • How to use a simple problem solving structure (Target, Actual, Gap) to anchor your questions and keep ownership where it belongs
    • How to stay present to how someone is thinking instead of jumping ahead to solutions
    • How to choose intentionally when to step in with direction — and when to step back to build capability

    IMPORTANT LINKS:

    • Full episode show notes with links to other podcast episodes and resources: ChainOfLearning.com/71
    • Check out my website for resources and ways to work with me KBJAnderson.com
    • Follow me on LinkedIn: linkedin.com/in/kbjanderson
    • Download my free KATALYST™ Change Leader Self-Assessment: KBJAnderson.com/katalyst

    TIMESTAMPS FOR THIS EPISODE:


    00:40 The subtle shift from caring to carrying problem solving
    03:35 Realization of owning the process of solving the problem
    04:39 What gets in the way of intentions to be helpful

    05:27 Why problem solving and problem solving coaching are two different skills
    05:50 How to stay focused on the thinking process and keep from sliding back into the problem itself
    06:42 How to anchor questions around a structured problem solving flow
    08:11 The mantra, “Target, Actual gap, Please explain,” to identify the real problem before jumping to solutions
    09:13 Benefit of assigning a problem for a team member to solve

    10:56 The identity shift from having all the answers to holding the process
    12:28 One way to notice if you have a telling habit
    14:41 Why you should avoid defaulting to giving the answer and ask questions to understand the problem first
    16:59 The meaning of intention = heart + direction to coach with the right motives
    17:21 Three steps to coach with intention:
    17:25 [ONE] Take an intention pause
    17:45 [TWO] Choose the behaviors that align with that impact
    18:08 [THREE] Reflect and learn your way forward

    19:15 Positive result from leading by asking questions that helped team gain confidence
    21:41 Three reflection questions before you go into your next coaching conversation


    Participate in my Survey:
    https://docs.google.com/forms/d/e/1FAIpQLScjlCi-Y3rfzihImMRahEfxMuPr4uqZ4TVqy7h5iRyEQ_uadQ/viewform?usp=dialog

    Thank you
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    23 分
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