Leadership Lessons from Military to Corporate

Leadership is a journey that crosses through sectors, requiring authenticity at every step. Our guest, Lorraine Armijos, draws from her remarkable transition from US Air Force service to corporate leadership and entrepreneurship.  Lorraine reveals how military experience shaped her understanding of three critical leadership pillars. 

Episode Guest:  Lorrain Armijos
Website: www.larinsights.com/
LinkedIn: www.linkedin.com/in/lorraine-armijos/
Instagram: www.instagram.com/lar_insights/

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Transcript

Tracy-Ann Palmer 0:01

You have to walk the dock. You have to be authentic as a leader. If you're not doing it, they see that.

Stacey Caster 0:07

It is entirely universal. There's other people who are going through this.

Speaker 00 0:11

For me, a great leader needs to be able to marry three things: vision, assistance, and people.

Stacey Caster 0:21

Welcome to Leadership Moments. If this is your first time, and if you are returning, thank you for your support.

Tracy-Ann Palmer 0:26

This show is about leaders from all walks of life, leadership tips, and maybe even a little of what you wouldn't expect to help you in leadership.

Stacey Caster 0:35

We would appreciate it if you tell someone else about our podcast as we strive to support all leaders that want to just be better.

Tracy-Ann Palmer 0:41

Let's get on with the show. Welcome back to Leadership Moments, where we dive deep into the defining experiences, philosophies, and practices that shape extraordinary leaders. I'm your host, Tracian Collar, and today's guest is someone who embodies purpose-driven leadership, discipline, and transformation across sectors. Lorraine Amiyaz began her journey in the US Air Force and transitioned into corporate world before founding Law Insights, a firm specializing in leadership coaching and process improvement. We're going to talk a lot about that. And with 20 plus years of experience and deep expertise in lean methodology, Lorraine helps leaders optimize not just systems, but human potential. So, Lorraine, it's a privilege to have you here and welcome to Leadership Moments. So, Lorraine, your leadership journey has been pretty fascinating, right? You began in the US Air Force. Right. I want to know what were your biggest leadership lessons that you learned during your military service?

LorraineArmijos 1:56

Yes, there were so many during that time, but I think the three that really stood out were accountability, alignment, and development. You know, with accountability, I remember I was running late to a morning huddle that we were having. I was already running late. So I'm like, let me stop by and get some coffee. Right. And so, and I thought in my head that I was just gonna apologize and things were gonna continue. I went ahead and I walk in, my sergeant stopped me on my tracks, was not happy not only that I was late, but the fact that I stopped instead of trying to get to work, I stopped to get my coffee. And so that to me was such a valuable lesson. Not only am I accountable to my leader, but also I need to be accountable to myself. And the team really depends on me. So so that was a lesson that I always, always remember. Then, you know, with alignment, even before you get in the military, you already know what your mission is. Right. And so it is very clear every day going to work, what it was and why I was doing it. And that felt that felt great to know what I was doing and what I was benefiting, right? The the work that I was doing. And the development piece is that you are expected to keep moving up in the ranks. Right. There is that expectation that you will do it. And so I always felt that I was being developed. It was very natural, and they role model the behavior. So if there was any new person, I would be developing them. And so those three lessons are very critical that I, whenever I have my clients, is that I bring forward so they can be successful in the work that they do.

Tracy-Ann Palmer 3:58

Yeah, you know, I I think those are absolutely critical. And I have to say, all the people that I've worked with that have come from military backgrounds, those are definitely a trait that I have admired and respected, right? And you know, growing up in a disciplinarian home, you know, my dad was was also, you know, in in in the war. He was also, you know, came from from the army. And that I always just remember those are those are things that will always be with you your entire life, and not only be with you, but benefit you, no matter where you go, no matter what you do.

LorraineArmijos 4:42

Yes, and and going to the military is a decision that I I've never regretted. And if anything, I regret not having gone back because it it was a great experience that there's so many lessons there to learn, and especially because I joined at 18, no, 19. I was still young, right? And so being able to give me all these real life experiences at an early age is definitely something that benefited me in the long term.

Tracy-Ann Palmer 5:13

Yeah, absolutely. So now I want to talk about something else which is fascinating, which is the pivot, right? All made pivots, but pivoting from military, right? US Air Force to corporate is uh probably a little bit of a culture shock. And and also uh a big a big change, yeah, a really big you know career pivot. So tell us a little bit about that.

LorraineArmijos 5:41

Like how did that how did that shape your path? You know, you you asked me earlier about what leadership lessons I learned, and I'm gonna tell you that I did not know what I learned until I transitioned. Interesting. Yeah. And when I transitioned, what I saw is in accountability, for example, the person who was working the hardest would get the extra work or was getting the work from that person that wasn't working the hardest. And even in large companies, I've seen people being moved around instead of being kept accountable. Right. And so that is something that was very shocking and how difficult it is for a lot of leaders to have those crucial conversations and like my sergeant, stop them at the tracks before it gets worse. Right. And so, and similar with alignment, going in different companies, seeing that not only are people not rolling in the same direction, but some are paddle boarding, some are jogging, right? And even in the same department, people have their own agenda. And and that is something that really hurts company culture, hurts results. And with development, you know, in the military, it's about they already have the systems in place. So that's really helpful. But most companies don't have that. And most leaders are not, it's their intention is not to develop themselves or others. And it's not because they don't want to and they don't care, but because they haven't been given that example of what it is that they need to do. So yeah, so so those three are ones that I, you know, they're they're so critical in the military, and they're so critical in any organization that I work with. So I, and like I said, I I was able to learn that afterwards when I was able to to see what the the other side of civilian world was like.

Tracy-Ann Palmer 7:48

Yeah, you know, you you've brought up some some very I've seen the same, and you've brought up some some very hard truths. Hard truths, you know. This podcast is is for leaders, you know, those that are there and those that are aspiring to be there. And I always say, you know, leaders hold themselves accountable. That's step number one. You can't call a leader. A leader's not about the title, it's about how how you re how you act and the actions you take makes a leader. Just because you have the title does not make you a leader, right? And I really appreciate everything that you've just said because uh one, it's it's hard truth, hard fact, things I know you you probably speak to your uh uh your clients about, things I know I speak to my clients about, and it's real. It is real, and it it's it's it's uh it's gotta be fixed. It has to be fixed, you know. Now, one of the things that you specialize in is you know this this lean methodology. But as we were talking about it, there's some things that uh you you know your perspective on lean really shifted a little bit of my perspective too, in terms of how we leverage it and it sort of goes beyond this just, oh, it's just about efficiency, right? So you you you specialize in lean, you specialize in this whole process improvement methodology, but you've got this approach that says it's way beyond. And how did a shift in your own perspective reveal that deep power of lean? Because I think people just talk about lean, but it's it's like it's a cliche, they just talk about it, but I'm not sure that people truly understand the power. So I'm curious on how did you get there?

LorraineArmijos 9:39

Yeah, and so to your point, lean is a buzzword, right? Let's lean this process, let's lean this other thing. And so, to your listeners who are not familiar with lean, lean was developed by Toyota, and it is to create value for the customer by eliminating waste, improving efficiency, and improving results, right? So that is usually what people hear, right? The efficiency piece. But what the other thing that it does is that it empowers, it gives empowerment to the employees that do the work, right? It's about it's about understanding the problem, solving the problem with those who are the experts. And I was able to see that when I became a leader. And in my when I became a leader, I was it was first leadership role that I had. And they had given me three departments to merge into one. And I was only the expert in half of one of those. And so I went ahead and took lean because that's what the company was doing. And by, and lean has a ton of tools, but there were two main tools that helped me shift how I looked at lean. The first one was the daily huddle, which we would do on a daily basis, 10 minutes. So the three departments would get together, and the goal is to understand what do you need to be successful in the day? What are the barriers and how can we help each other? Right. So this is every day they have a platform to speak up and and help each other. And then on a weekly basis, we would have something that's called the problem-solving huddle. Also short, these are not like hour-long meetings, not even 30 minute long. And they being the experts, right? Because it wasn't me, they being the experts would identify problems, problems that are not getting them to the results we needed as a department. And they are solving their own problems, right? So I was able to see, yes, we improve efficiency, yes, we got the results, but I had now a team that was first siloed to a team, to one team that was supporting each other. They even wanted to cross-train and learn from each other and were meeting the results. I was I was able to get high employee engagement scores because of this culture. And it gave me back time to to lead, to do the things that I had to do to support my team and help the organization be successful. So definitely it's a lot more than the buzzword of let's lean this out. It's really, it's about long-term success.

Tracy-Ann Palmer 12:34

And what do you think some of the misconceptions are that people have? How do you reframe it for leaders who want to empower their teams and foster that innovation?

LorraineArmijos 12:45

Yeah, you know, a lot of leaders get really excited. They get really excited, right? The buzzword. But when I start working with leaders, they think it's a checklist, it's short term, right? Success. And they can delegate it. And that is far from the truth. And so the first thing is to let them know that they need to be committed to this. They will be transforming the way they lead, also through this. And yes, we will be successful in the short term, but even better, it's going to be a long-term success, shifting cultures, engaging employees. So then the leaders within the organization can do what they're meant to do versus this firefighting on a daily basis. So, yeah, so it's it's a lot of fun to be able to see how these leaders transform and how, just like me, are able to see the shift of what Lean can actually do.

Tracy-Ann Palmer 13:47

Yeah. So on that note, I know we chatted a little bit about what you've seen from a transformational perspective with the dynamics of the culture of the team. And I'd love you to just share that story with our audience because that to me was just a very powerful story of how it really impacts that alignment and that accountability and all those things that you were talking about, right? I think it brings it back home. I say, you know, this lean process is very powerful.

LorraineArmijos 14:21

Yeah. So I had a, I was working with a department, and the leader of the department was all bought in, right? Superstar leader. But his his employees thought it was once again, you know, the flavor of the month. They were just kind of going through the work, and we had to improve their workflows. And so we I invited the skeptics, those employees that were skeptic about lean. And we were able to, you know, they they were able to see what it was about, which is you are the expert, you tell me what are the problems, what are the solutions, and let's put a plan in place to solve this. And by then being able to see the process and to own the process, they were able to go back to the rest of the team and share it and be the promoters of Lean. And not only were they promoting, and the neat part was that they weren't only promoting their own within their own department, but because they were working with other departments, they were able to go on and share the success and collaborate with the departments and talk about the problems that they had as they were collaborating and what can they do together. So it it really was, it's it's just a story of understanding what lean is, right, and empowering the employees to then change the dynamics as a whole.

Tracy-Ann Palmer 15:49

Yeah. And that consistency, right? Because when you keep it consistent and they get that experience of success, that's what then drives the culture change, right?

LorraineArmijos 16:00

Yeah. And now, and then you also see, you know, back to the alignment, right? Now they're all aligned and understand what is it that they need to do as a team to be successful. And that's really is what engages the teams. And and it's just showing the respect, it's respect for the people is is also important and lean. And we're respecting the employees. And of course, the leader sets the guardrails, it's not free-for-all, but the employee is able to own their own work and solve it because that's they're they're the experts.

Tracy-Ann Palmer 16:35

Totally. Now I'm gonna pivot a little bit because I know that there are a lot of people in transition right now in corporate. You know, there's been the whole industry really has been experiencing layoffs. I know just even in in tech last year, there was, you know, enormous amount of layoffs. And I've heard you speak about this. I would really love you to share, you know, any advice or any insights, insights that you have for our audience today, because this is a real tough one. I mean, there are people, you know, who have never ever ended up on a layoff list, right? And this is, you know, first time in their lives. And it's it's a real, real tough situation.

LorraineArmijos 17:22

Yes, I I was I experienced that. And so where whether you're early in your career or late in your career, it's something that is very difficult to take on because, like you said, you don't expect it. And and so for your listeners, I I see you and I feel what you're going through. And so what I would say is first understanding that it takes an average, right? There's a lot of variability there, but there's takes an average of three to six months to get a new job. And it is important to understand that so then you can shift it into an opportunity, right? So now you have an opportunity of three to six months to not only update your resume and practice for the interviews they're gonna be having, but what I would suggest is to really think about your personal goals. So, what are the life goals that you want, right? Where do you want to live? Do you want to work till 8 p.m.? Do you want to work till 4 p.m.? Is it is a drive far away, right? Like what does your life look like? So that way you can understand your personal goals and then marry them with your career goals and be able to find that job. Because if if you're able to to know those two goals, you I believe that your life is a lot more meaningful and you're successful in in both both areas. And and I wish I would have understood about that timeline because it it would have just given me more time to reflect. But I definitely, in my experience, I was able to see how my worth had been tied to work for so long, right? And so the layoffs helped me understand that no, that's that's not everything, right? And so helped me reflect and kind of understand what my life, the what what life I wanted to have. Right. It's a bit of a reset, right?

Tracy-Ann Palmer 19:20

Yes, absolutely. Yeah, absolutely. And using it as an opportunity for a reset.

LorraineArmijos 19:26

Yes, yes, and and you don't understand, you don't see it until afterwards. Yes. You're like, oh I had all that time. Why was I so stressed out? Right. And so, yes, it is stressful, and it's even knowing that it's through to six months, it's not gonna get your stress away, but use it as an opportunity to really align those two things.

Tracy-Ann Palmer 19:45

Yeah, yeah, I think that's fantastic advice. Now, what's one actionable habit or mindset shift that you recommend for any, you know, emerging leaders who really want to build their influence and have impact early in their careers?

LorraineArmijos 20:02

Yes. So the the one thing that I wish I would have known early on in my career was the power of reflection. And by that I mean understanding your goals, right? So if it's influence, like what does that mean? And then on a daily basis, with paper and pen on hand, is reflecting what went well, what didn't go well, and what do I need to improve and take action in that? It takes five minutes, but the the gains of that is tremendous. And I believe that if I would have done that early on in my career, I would have been able to not only meet more of my goals, but just be a better human because reflection is powerful and it's free, which is even better. Yeah.

Introduction to Leadership Moments

Tracy-Ann Palmer 20:52

And and it makes you more self-aware, which is what you're saying. Because when you become more self-aware and you get more emotionally intelligent, you know, unfortunately, if you look at the stats, most of the world isn't, that actually makes you into a better leader, to your point, a better human being, but also better at your job.

LorraineArmijos 21:13

Yes, and and you're growing, right? You're growing and and gaining getting those getting those goals that you've set yourself for.

Tracy-Ann Palmer 21:20

Yeah, absolutely. Absolutely. Now, if someone listening today feels stuck or you know they're not being seen in the organization, which I hear a lot. I'm sure you hear that a lot, right? What's one thing you would tell them to start doing tomorrow?

LorraineArmijos 21:41

Yes, I recently had a client who was who was the same thing that I heard is not being able to be seen. And one of the things that I suggest is to ask for feedback. Tell people what are your goals? Because here's the thing people cannot read minds, right? And sometimes we keep our goals to ourselves, but really is tell people, tell your leader, like what are your goals, and then ask for that feedback. So, probably those are two things, and ask for feedback on how you're doing. So that way, by asking for feedback and sharing your goals, people will see you, will understand what your goals are, will see that you're trying to improve, and and then will give you, hopefully give you that opportunity that you're seeking for. So I think though those are two things. I know you asked for one, but those are two things that that can be very powerful.

] Advice for Aspiring Entrepreneurs

Tracy-Ann Palmer 22:38

Yeah, I really appreciate that. That's awesome. That's great. So, what advice would you give to leaders, you know, who are considering stepping into entrepreneurship, especially from traditional career paths, because now you've gone from you know, US Air Force into corporate, have Lars Insights, right? This is your organization. And so I would love to hear from you as you've gone through this career journey, what advice you have for others that might not be thinking of traditional paths. Yes.

LorraineArmijos 23:19

Number one is take your time, right? Understand what are your goals, what are the things that you need. A lot of people that I've met, they also suggest like, don't leave your job yet, right? Really understand where you're going with this. And then the second part that I learned, I'm really learning now, actually, is the amount of help that is out there. People immediately try to think, like, okay, who do I need to hire to help me with this? Who do I need to hire to help me with that? But there are so many people out there. And so I would suggest Google startup organizations in your area, entrepreneurs organizations in your areas. And what you'll find is a community of people that want to help you, that will help you, will help give you the guidance. And it's so much better doing it with a group of people that support and are engaging with you than doing it by yourself. And so that is has been very transformative for me as I have found this community here in Sacramento.

Tracy-Ann Palmer 24:29

Yeah. I think that is excellent advice, Lorraine, and so, so on point because, you know, as you're starting out, you're scared, you're fearful, you're not really sure which direction to go in, and you've got to find a community that you can, you know, get support from, rely on. Some people have done things that you haven't done that yet, but you can get advice from them, and you don't have to learn the hard lessons again. They might have already gone through it. So learn from them so you don't, you know, you don't make the mistakes.

LorraineArmijos 25:07

Yes. Oh my goodness, you have no idea how much I've been able to learn and and share also my experience and and grow, like you said, not repeating other people's mistakes and learning such amazing things that other people are doing or thinking, that you you know, you think everything has been created. Like there's so you know, everything is out there, but no, like there's so many amazing people out there with such amazing ideas that are creating, developing products, services, that it's it's been a lot of fun being in this community.

] Fun Lightning Round Questions

Tracy-Ann Palmer 25:43

Oh, that's fantastic! That's so great to hear. So there's that sound. So I have three questions for you. Oh, okay. One question would you rather have the ability to cook like a world-class chef or have a personal chef who makes all of your meals?

LorraineArmijos 26:00

So I am very fortunate, first of all, that I have my husband makes all my meals. Oh, yes, you're fortunate. So I would say be learn how to cook like a chef because I would love to be able to cook for him. And also if he's not around, I would love to be able to cook these delicious meals versus ordering out. Totally.

Tracy-Ann Palmer 26:25

Totally. Second question would you rather have the ability to teleport anywhere, instantly, or speak every language fluently?

LorraineArmijos 26:36

So here I go back to efficiency and I would say teleport. You know, that would be amazing to be able to teleport anywhere at any time. So definitely teleport. Yeah, totally. Absolutely. Yes, yes.

Tracy-Ann Palmer 26:48

Yeah, I'm with you. I'm so with you. And then the last question is would you rather have always have to sing your responses or always have to dance when communicating?

LorraineArmijos 26:59

Yeah, so I think that if I sing, no one would want to hear to ask me any questions. So definitely dancing. I I I love dancing. And if my world there would be music in the background, like a movie, a musical, and I could dance all the time, that would be my perfect life. So dancing for sure.

Tracy-Ann Palmer 27:17

That's fantastic. That's great. Well, Lorraine, thank you for sharing not only your journey, but your heart and hard-won wisdom, you know, from lean leadership to transformative coaching. You know, your work is really a testament to what's possible when process, I think, needs purpose, right? And for our listeners, remember, real leadership is not just about driving the results. It's not about the title, it's about building environments where others can thrive. So if today's episode inspired you, which it certainly did me, share it with someone who needs to hear it. And don't forget to subscribe to Leadership Momentspodcast.com. If you enjoyed the show, please go to LeadershipMoments Podcast.com to subscribe to the podcast or on your favorite player, as well as follow us on Instagram and LinkedIn.

Stacey Caster 28:18

You can also send us a message on what you like and don't like or what guests you want us to have on the show. So until next time, this is Stacy Caster, and what doesn't challenge you won't change you.

Tracy-Ann Palmer 28:28

And I'm Tracy Ann Palmer. Be the change you wish to see in the world.