Jim Baran's guest appearances

Jim Baran

Lean Blog Interviews - Healthcare, Manufacturing, Business, and Leadership

Michael Bungay Stanier

Tom Peters

John Kim

Chris Harris

Charlie Sheen

Mark Ryan

Michael Conroy

Joe Swartz

Steve Cook

Brad Parsons

Paul Dechant

John Hunter

Woody Zuill

John Gallagher

Eric Ries

OwlTail

For episode #106, we have a returning guest, Jim Baran of the firm Value Stream Leaders. Jim was previously a guest on episodes #16, 27, and 88 talking about careers in Lean. Today, Jim talks about a new offering called "Career Kaizen™," a service that combines coaching and personalized career management. With him today is Rick Pederson, one of the early people to go through this process with Jim. Jim's website is http://www.valuestreamleaders.com To point others to this, use the simple URL: www.leanblog.org/106. For earlier episodes, visit the main Podcast page at www.leanpodcast.org, which includes information on how to subscribe via RSS or via Apple iTunes. If you have feedback on the podcast, or any questions for me or my guests, you can email me at leanpodcast@gmail.com or you can call and leave a voicemail by calling the "Lean Line" at (817) 776-LEAN (817-776-5326) or contact me via Skype id "mgraban". Please give your location and your first name. Any comments (email or voicemail) might be used in follow ups to the podcast.

For episode #106, we have a returning guest, Jim Baran of the firm Value Stream Leaders. Jim was previously a guest on episodes #16, 27, and 88 talking about careers in Lean. Today, Jim talks about a new offering called "Career Kaizen™," a service that combines coaching and personalized career management. With him today is Rick Pederson, one of the early people to go through this process with Jim. Jim's website is <a href="http://www.valuestreamleaders.com" rel="nofollow" target="_blank">http://www.valuestreamleaders.com</a> To point others to this, use the simple URL: <a href="http://www.leanblog.org/106" rel="nofollow" target="_blank">www.leanblog.org/106</a>. For earlier episodes, visit the main Podcast page at <a href="http://www.leanpodcast.org" rel="nofollow" target="_blank">www.leanpodcast.org</a>, which includes information on how to subscribe via RSS or via Apple iTunes. If you have feedback on the podcast, or any questions for me or my guests, you can email me at leanpodcast@gmail.com or you can call and leave a voicemail by calling the "Lean Line" at (817) 776-LEAN (817-776-5326) or contact me via Skype id "mgraban". Please give your location and your first name. Any comments (email or voicemail) might be used in follow ups to the podcast.

Jim Baran, "Career Kaizen"

Episode #88 is a conversation with a returning guest, Jim Baran of the firm Value Stream Leadership (he is @leanVSL on Twitter, also). His sites include the Lean Career Compass and his Lean Career Guide blog. In this podcast, Jim talks about a shift in his firm's business model away from traditional recruiting and placement to helping companies manage Lean talent within their organization. We've structured the discussion to follow somewhat of a "Verbal A3" format, so I hope that helps. For earlier episodes, visit the main Podcast page, which includes information on how to subscribe via RSS or via Apple iTunes. You can also hear Jim in episodes #16 and #27. If you have feedback on the podcast, or any questions for me or my guests, you can email me at leanpodcast@gmail.com or you can call and leave a voicemail by calling the "Lean Line" at (817) 776-LEAN (817-776-5326) or contact me via Skype id "mgraban". Please give your location and your first name. Any comments (email or voicemail) might be used in follow ups to the podcast.

Episode #88 is a conversation with a returning guest, Jim Baran of the firm Value Stream Leadership (he is @leanVSL on Twitter, also). His sites include the Lean Career Compass and his Lean Career Guide blog. In this podcast, Jim talks about a shift in his firm's business model away from traditional recruiting and placement to helping companies manage Lean talent within their organization. We've structured the discussion to follow somewhat of a "Verbal A3" format, so I hope that helps. For earlier episodes, visit the main Podcast page, which includes information on how to subscribe via RSS or via Apple iTunes. You can also hear Jim in episodes #16 and #27. If you have feedback on the podcast, or any questions for me or my guests, you can email me at leanpodcast@gmail.com or you can call and leave a voicemail by calling the "Lean Line" at (817) 776-LEAN (817-776-5326) or contact me via Skype id "mgraban". Please give your location and your first name. Any comments (email or voicemail) might be used in follow ups to the podcast.

Jim Baran, Lean Talent Management

Show notes: https://www.leanblog.org/27 Remastered July 2021 LeanBlog Podcast #27 is the second part of two with Jim Baran, the Owner of Value Stream Leadership, a leading recruiting firm that specializes in Lean talent. In this part of the discussion, we focus more on Lean career paths for Lean leaders and practitioners, how to differentiate yourself and how to progress in your Lean career. Keywords and Main Points, Episode #27Advice for lean job seekers When should you move on? How can a recruiter tell if the xlack of lean success was due to lack of lean understanding versus the failings of the organization they were a part of? Lean accounting and lean product development experience, “transactional lean” Lean in a smaller company provides many opportunities The importance of selling yourself (and selling lean ideas), keeping track of your accomplishments and what happened How can Jim try to tell if a client would be (or is) a good lean company? Walking the shopfloor… Lean Certification value? Lean recruiting, Value Stream Leadership, career management

Show notes: <a href="https://www.leanblog.org/27" rel="nofollow" target="_blank">https://www.leanblog.org/27</a> Remastered July 2021 LeanBlog Podcast #27 is the second part of two with Jim Baran, the Owner of Value Stream Leadership, a leading recruiting firm that specializes in Lean talent. In this part of the discussion, we focus more on Lean career paths for Lean leaders and practitioners, how to differentiate yourself and how to progress in your Lean career. Keywords and Main Points, Episode #27 <ul><li>Advice for lean job seekers</li> <li>When should you move on? How can a recruiter tell if the xlack of lean success was due to lack of lean understanding versus the failings of the organization they were a part of?</li> <li>Lean accounting and lean product development experience, “transactional lean”</li> <li>Lean in a smaller company provides many opportunities</li> <li>The importance of selling yourself (and selling lean ideas), keeping track of your accomplishments and what happened</li> <li>How can Jim try to tell if a client would be (or is) a good lean company? Walking the shopfloor…</li> <li>Lean Certification value?</li> <li>Lean recruiting, Value Stream Leadership, career management</li></ul>

Jim Baran, Value Stream Leadership on Lean Careers *

Show notes: https://www.leanblog.org/16 Remastered July 2021 LeanBlog Podcast #16 is the first part of two with Jim Baran, the Owner of Value Stream Leadership, a leading recruiting firm that specializes in Lean talent. I've known Jim for a few years now and he's helped me and some colleagues in the past. He's a great recruiter who really takes some interest in you and your career. If you're looking to make a career change or if you're looking for lean talent, I can personally recommend him. In our discussion, we talk about the state of the job market for folks with lean experience and what helps a lean candidate stand out in the marketplace. If you enjoy this podcast, I hope you'll check out the rest of the series by visiting the LeanBlog podcast main page.Show Notes and Approximate Time, Episode #161:30 About Jim, his background with lean, about his firm 2:50 What does it mean, “retained search firm”? 4:40 Jim's firm defines lean as “Toyota Way leadership” — Toyota Production System AND the Toyota Product Development System 5:00 How is the job market for lean talent, generally speaking? 6:30 People “used to hire forktruck operators out of Toyota” because they thought they knew the secret sauce 7:40 Jim Womack's email about the end of “the lean tool age”  8:00 How do you consider someone's individual or local lean accomplishments versus a good candidate having been in a prototypical lean company? 9:30 What are Jim's 5 profiles for excellent lean candidates? 10:30 Been in the Toyota Product Development System market very heavily lately, the talent with experience there has been slim 12:30 The market for lean in services areas 16:00 What about recruitment for executive level positions? 21:45 Harder to find people who can use lean to drive growth or revenue rather than only reducing costs/waste

Show notes: <a href="https://www.leanblog.org/16" rel="nofollow" target="_blank">https://www.leanblog.org/16</a> Remastered July 2021 LeanBlog Podcast #16 is the first part of two with <a href="http://valuestreamleadership.com/jim.html" rel="nofollow" target="_blank">Jim Baran</a>, the Owner of <a href="http://valuestreamleadership.com/" rel="nofollow" target="_blank">Value Stream Leadership</a>, a leading recruiting firm that specializes in Lean talent. I've known Jim for a few years now and he's helped me and some colleagues in the past. He's a great recruiter who really takes some interest in you and your career. If you're looking to make a career change or if you're looking for lean talent, I can personally recommend him. In our discussion, we talk about the state of the job market for folks with lean experience and what helps a lean candidate stand out in the marketplace. If you enjoy this podcast, I hope you'll check out the rest of the series by visiting the <a href="http://www.leanpodcast.org/" rel="nofollow" target="_blank">LeanBlog podcast main page</a>.Show Notes and Approximate Time, Episode #16 <ul><li>1:30 <a href="http://valuestreamleadership.com/jim.html" rel="nofollow" target="_blank">About Jim</a>, his background with lean, about <a href="http://www.valuestreamleadership.com/" rel="nofollow" target="_blank">his firm</a></li> <li>2:50 What does it mean, “retained search firm”?</li> <li>4:40 Jim's firm defines lean as “Toyota Way leadership” — Toyota Production System AND the Toyota Product Development System</li> <li>5:00 How is the job market for lean talent, generally speaking?</li> <li>6:30 People “used to hire forktruck operators out of Toyota” because they thought they knew the secret sauce</li> <li>7:40 <a href="http://www.lean.org/Community/Registered/ShowEmail.cfm?JimsEmailId=67" rel="nofollow" target="_blank">Jim Womack's email</a> about the end of “the lean tool age”</li> </ul> <ul><li>8:00 How do you consider someone's individual or local lean accomplishments versus a good candidate having been in a prototypical lean company?</li> <li>9:30 What are Jim's 5 profiles for excellent lean candidates?</li> <li>10:30 Been in the Toyota Product Development System market very heavily lately, the talent with experience there has been slim</li> <li>12:30 The market for lean in services areas</li> <li>16:00 What about recruitment for executive level positions?</li> <li>21:45 Harder to find people who can use lean to drive growth or revenue rather than only reducing costs/waste</li></ul>