A marketplace turning Six Sigma into 60-second micro games.
During a shift, the employee opens the phone and plays the day's 4-5 games — 3-5 minutes total. The system turns micro-contributions into DMAIC flows and ties them to the ROI pool. Black Belt experts author sector-specific packs and sell them on the global marketplace. KADEMA takes a commission on the flow in between. Three-way win.
Black Belt experts write sector-specific game packages. Companies pay a per-employee subscription and receive ROI data. Employees earn points in 5 minutes → annual raise + bonus. All three solve a different pain; all three flow through the same marketplace.
Develops sector-specific game packs (automotive PPM, BPO AHT, warehouse efficiency). Uploads them to KADEMA, passes certification, and becomes visible — through filters — to 20,000+ companies worldwide. Niche expertise turns into a global advantage.
The Salesforce Trailhead model: additional revenue from certification training as well.
Selects the packages that fit its needs ($4-19/employee). Tracks ROI and performance data from the HR / operations dashboard. Can change or cancel the package anytime. No lock-in, no commitment.
If they want data on their own servers: a closed .exe local package, with the dashboard running on the company's own server.
Plays 4–5 micro-games per shift. Points convert directly into salary raise rate and monthly bonus pool share. Leaderboard, tribe race, certificate that can be added to LinkedIn.
Three fluid roles: Initiator, Solver, Filter. No one is locked into a role — it shifts with the need.
KADEMA does not distribute micro-games at random; it runs DMAIC campaigns in the background. The output of one phase feeds the next. The system performs analyses such as ANOVA, chi-square and regression behind the scenes.
An employee shares a problem from the field; everyone adds causes; A/B games rank the priority causes. Smart collective Root Cause Analysis.
An employee spots a waste in the field, takes a photo, and tags it (Waiting/Transport/Defect). 10 random people approve. VSM data is produced from the field.
An employee photographs someone wearing a helmet → both gain points. Photographs someone not wearing one → the photographer gains points, the non-wearer loses them. Collective oversight.
The employee performs ANOVA, chi-square, and regression without realizing it. The user doesn't do the statistics; they produce, validate, and interpret the data. The system solves the formula in the background.
Collecting voice of customer (VOC), voice of business (VOB), voice of employee (VOE). Feature prioritization with the Kano model. CTQ tree, persona-feature mapping.
The company's annual improvement savings are recorded in KADEMA's Impact Ledger. 5–10% of these savings are allocated to the bonus pool. The employee's score ratio determines their share from the pool. The top 10% of employees share the bulk of the pool.
Example: if a factory with 200 employees achieves $1M in annual savings, 7% ($70K) goes into the bonus pool. The top-ranking employee can receive $1,500–3,000 in bonuses that month.
Industry-specific packs, game engine, dashboard, ROI reporting — all included. Building an in-house 6 Sigma team takes 3 months to launch and 2 years to mature, with no guarantee on return. KADEMA is a monthly subscription you can cancel anytime, swap packs, and keep only the modules you need.
You spot waste on the floor; drag it into a category. That's how the 7 Wastes methodology lives on the shift.
A 30-minute intro call, MVP demos, pilot factory reference.