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1500 Jefferson St SE, Olympia, WA | Darrell.Damron@des.wa.gov
The Lean Government Framework
Helping Leaders Run the Business of Government
1500 Jefferson St SE, Olympia, WA | Darrell.Damron@des.wa.gov
Purpose Process
Management System Capability
Know the value your organization is 
expected to deliver to customers. 
Understand what your customers need 
and want so you can deliver the highest 
levels of customer and stakeholder 
satisfaction. Set strategic direction and 
create the vision, mission, values, goals 
that will guide your organization toward 
the desired future.
Clarify the work to be done at every level 
(from the individual job level, to the 
cross‐functional team and process level, 
as well as value stream and system 
level). Design new process and improve 
existing processes to increase the value 
you deliver to customers.
Onboard new leaders and team members 
with the knowledge and skill they need. 
Whether it’s classroom training, self‐study 
or a conference setting learning 
experience, connect the knowledge & skill 
building activities of team members with 
on‐the‐job coaching to guide 
improvements in job performance.
Create process and outcome metrics that 
matter, visual management that helps 
leaders and team members quickly see 
where performance is on track or off, and 
tiered reporting that connects individuals, 
teams and leaders in a way that helps 
everyone make good decisions about the 
business of government.
Put people (team members and customers) at the center of 
your organization. This means holding people in high regard 
by creating a physically and psychologically safe workplace. 
Then team members bring their best and deliver value to 
customers. A human‐centered mindset is the essence of a 
Lean culture and motivates your choice of the methods and 
tools you use to improve.
Human‐Centered 
Mindset & Culture
The Lean Government Framework has 5 components.
1500 Jefferson St SE, Olympia, WA | Darrell.Damron@des.wa.gov
The framework has 4 important
characteristics.
• Conceptual
• Situational
• Scalable
• Interrelated 
1500 Jefferson St SE, Olympia, WA | Darrell.Damron@des.wa.gov
The framework is conceptual.
What work do
we need to do?
How do we improve the work?
What activities
deliver value?
What knowledge and skill
do our team members need?
The framework helps you think about and ask important questions regarding your organization.
1500 Jefferson St SE, Olympia, WA | Darrell.Damron@des.wa.gov
The framework is situational.
Call Center
Support Services
HR, Training, FinanceConstructionRegulatory
Direct Service
Setting Direction Re‐Assessing Stabilizing Aggressive Improvement
Any Type of BusinessAny Situation
The framework is relevant for any situation or type of business in government.
1500 Jefferson St SE, Olympia, WA | Darrell.Damron@des.wa.gov
The framework is scalable.
Job
Team
Process
Organization
Systems
The framework can be applied at any level – from a single job to systems of systems.
1500 Jefferson St SE, Olympia, WA | Darrell.Damron@des.wa.gov
The framework components are interrelated.
The framework helps leaders pay attention to how changes in one component impacts another.
1500 Jefferson St SE, Olympia, WA | Darrell.Damron@des.wa.gov
There’s a big hypothesis behind the framework.
If leaders ignore (or fail to adequately 
attend to) any one of the framework 
components, 
then the organization cannot create a 
way of working that will deliver value to 
customers over the long‐term.
1500 Jefferson St SE, Olympia, WA | Darrell.Damron@des.wa.gov
Let’s get better at:
Determining the voice of the customer
Creating a shared vision
Clarifying our mission and values
Setting goals 
Planning strategy
Creating strategy maps
Establishing measures
Let’s get better at:
Making visible how value is currently delivered
Establishing process, output, outcome, and 
financial measures
Managing value streams
Facilitating cross functional improvement projects
Designing new processes
Let’s get better at:
Designing a management system to support all five components
Maximizing the use of huddles
Harnessing the power of visual management to make expected 
vs actual performance visible to all
Creating logical linkages between organizational levels
Using data to make business decisions
Let’s get better at:
Building capability in individual leaders and employees
Building capability in teams
Developing experience with coaching
Developing experience with problem solving methods
You can’t change everything at once.
What’s most important to work on next?

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