The book's material is crafted to prepare organizations for the pursuit of EXCELLENCE, applicable whether you are designing a new organization or enhancing a well-established one. The journey to EXCELLENCE begins with establishing a Strategic System for Organizational Excellence, which is the interlinking of organizational development, strategic planning, and project management. This interlinking and the pursuit of excellence is achieved through what Dr. Schmidt refers to as Disruptive Lean Six Sigma methodology.

Traditional LSS, which centers on process improvement, has been documented as failing over 60% of the time. To compensate for the failures of LSS, DLSS encompasses sequential radical improvements, self-awareness, behavioral development, culture-building, growth in employee engagement, emotional intelligence, improved communication, conflict resolution, leadership development, and critical thinking.

DLSS arises as a transformative force, not a replacement for basic Lean Six Sigma but rather a precursor, promoting Breakthrough Innovation. The background of this methodology traces back to Dr. Schmidt's collaboration with Tony Robbins on personal and leadership transformation in public settings. The DLSS methodology became prominent after successful implementation in the City of San Antonio, Texas. As of today, Dr. Schmidt has taught to worldwide audiences.

A full list of DLSS tools spans from the Canvas Model, Value Stream, Process Flow, Cause and Effect, and various analytical tools like Option Analysis, SWOT and KPI Development.

Moreover, the implementation of DLSS invites organizations to survey their cultural state, aiming initial efforts toward bolstering culture if necessary and an extensive list of self-awareness surveys. Change is depicted not just as inevitable but essential, warranting a comprehensive understanding of the cost and potential return on investment.

The text underscores the necessity of fostering among leaders, self-awareness which can significantly enhance decision-making, relationship-building, and leadership effectiveness. Despite many leaders already considering themselves self-aware, few meet the standard definition. Often, leaders may not receive necessary feedback for improvement, which hinders their personal development. The focus on self-awareness aligns with Disruptive Lean Six Sigma's broader goal of embedding cultural excellence alongside operational improvements.

Finally, DLSS suggests methods for leaders to enhance employee engagement, including regular anonymous feedback, training opportunities, aligning performance metrics with organizational goals, and fostering a WEism-focused culture over MEism. It posits that Culture is critical and can be fostered through leadership actions and engagement, ensuring an organization's sustained growth towards EXCELLENCE.