My desire is to enable you to be able to create, maintain and develop your learning organization – which will help you improve your quality, achieve a more stable and effective production, and lower your costs.
I do not wish to run your business for you; it is your business and your desire to improve it. However, I offer sparring, coaching and training in how to drive the project from the analysis phase to roll out, how to design roles and structure, how to spot the talents, and how to confirm that the organization is effective.
I strongly believe that your leaders must have the right ownership, and thereby recommend that they are a big part of the change – I actually hope they will drive it.
A Shingo analysis tells us that 85% of all LEAN transformation fails. I believe that most of them fail, because they are missing some key elements in their way of thinking, and the structure in their organizations. Therefore, I hope you will put a lot of energy into the design phase - designing you future organization - so it can support the culture you want.
To steer your project, I recommend that you start by with filling out an A3 Project Brief and a Tactical Implementation Plan (TIP). Once you have launched your project, I recommend that you monitor the progress closely by making frequent progress reports. These basic project management tools are crucial in balancing the expectations with your stakeholders. You need to have all stakeholders sign the documents, when you have settled for a direction and a process.
Once you have decided to go through with building up your learning implementation, you want to take a closer look at your organization and the roles distributed throughout this. Does your supervisors and leaders have the right span-of-control?
If you do not need the role and structure of the classical supervisor, then perhaps you need to develop a structure with Job Trainers, coordinators and/or team leaders?
Is the current organizational structure ready for the up-coming change?
There are many options and no “one-solution-fits-all”. We can advise your company and help in developing the best option for you – building on your already existing competences and culture.
A supervisor’ skills should not be confused with the skills of the best worker.
A supervisors role is to supervise and make sure that his team reaches its goal - even if he/she is “a playing coach”.
Just remember that "For every action, there is an equal and opposite reaction". Picking the wrong supervisor can have repercussions, which are not as easily fixed, as it was to choose the supervisor.
You know your employees better than we do, no doubt of this. But do you know the behavioral patterns and qualities to look for in a supervisor?
Our main focus will be to help you spot the talent among your group of volunteers*. We will teach you how to pin point and understand what features to look for.
By choosing the right supervisor talent from the beginning of the process, you avoid having to stop midstream, to start over again and waste time. Even more importantly, imagine what happens to the employee you will have to tell is not sufficient skilled to take-on the role of supervisor?
What happens if you choose the wrong supervisor? Will the supervisor feel like a failure - not having what it takes? Most likely. Or he / she could turn into a “difficult person” in the organization.
Will the failure of the first appointed supervisor discourage others from volunteering? Most likely.
You will experience that by choosing the right supervisor talent, you will benefit on many levels, such as improved job training, a greater atmosphere on the shop floor, better results and a standardized production.
*) We always encourage that all supervisors should sign-up for the task by their own free will. This way, they will see the promotion as pat on the back and not as another assignment to be lifted.
I recommend the basic TWI programs as a foundation in this process.
Each of the TWI programs is very unique and can be build on. E.g. the TWI Job Instruction program is a excellent basic method for supervisors when they need to give a person a new job /process. After mastering this basis teaching method, more advanced teaching methods can be trained.
Read more about the TWI Training programs on - TWI Institute Scandinavia or TWI Institute Switzerland (under Development)
We will advise and train you in how to systematically evaluate the effectiveness of your supervisor system – so it continuously will develop in the wanted way.
When evaluating the system, both the supervisor system and the effect of it must be evaluated.
We will help you develop a system that will continuously evaluate the supervisor system and appraise whether or not the supervisor system is effective and if there is a need for more training.
By helping you evaluate the supervisor system, we will ensure that you get a clear-cut picture of where improvements may be needed. Not only are we able to show you where you need to focus your efforts, we are also able to supply you with the necessary follow-up coaching, based on our analysis.
First of all, understanding the definition of what should be evaluated is a great approach to look at your process with fresh eyes. By defining the system that should be evaluated, you are already one step closer to the solution or improvement. Because by going through your training system you will be able to eliminate / improve the parts that does not work, and strengthen the parts that function perfectly, and learn from both these.
I can coach, advise and train you and your people, but it is up to you, where you need my experience and expertise. No matter the size of your company or how your products are structured, these elements are something your need to consider – if your want to succeed in building a learning organization.
"Over the past three years John worked as HR Manager in our Global Learning Center. During this time John developed and anchored our Global Job Training Organization within our Manufacturing sites. This is now one of the reasons, that we at LEGO can expand with the speed we do. His work has truly lifted the internal dialog and skills within Global Knowledge Management e.g. transfer of knowledge and skills from one site to another, implementation of new Technology and global Sharing of process improvements.
John has not only shown his deep knowledge and skills within LEAN-HR and TWI, but also high competences in motivating others, communication skills, change readiness.
I can only give John my best recommendations and hope that we in the near future will work together again."
Stephen Burke, Vice President HR, The LEGO Group.