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Using iPads, QR scans, Sharepoint and Infopath to implement #TWI | Michel Baudin’s Blog #Lean

July 6th, 2012 Posted in Lean Tags: , , , ,

I’m just sharing this regarding a modern implementation of TWI: Using iPads, QR scans, Sharepoint and Infopath to implement TWI | Michel Baudin’s Blog.

I guess we’re mid-course between playing and working…

Lego knew that already with their Lego Serious Play stuff.

Reblog: Art Smalley: Standardized Confusion » The #Lean Edge

Here’s a great piece of work from Art Smalley regarding the notion of “standards” at Toyota. Well, anything Art writes is good anyway, but this one unveils some confusion that might exist between the different concepts of “standards” and how and when each of them change.

Art Smalley: Standardized Confusion » The Lean Edge.

 

#Change management using #TWI Job Relations

Readers of this blog know that I’m a big fan of Training Within Industry programs. They were at the roots of Lean, along with other things. Although we usually talk of Job Methods as the ancestor of Kaizen, I would like to make a small focus today on Job Relations and how it is sound advice when it comes to change management.

The JR cover page states the following about the purpose of the program:

The Training Within Industry program of Job Relations was developed in order to provide management with a tool whereby supervisors could acquire skill of leadership.

Now, reading the associated card, one can see the following notices:

A supervisor gets results through people.

and

People must be treated as individuals.

I’m not going to review the whole program or card, but would like to stress how JR could make for a good training for any change agent, especially managers when then need to lead a change on their perimeter.

Foundations for good relations

First, there are some fundamental points stressed in JR as how to behave with people and maintain good relations. Two are worth stressing in the context of change:

  • Tell people in advance about changes that will affect them
    • Tell them WHY if possible
    • Get them to accept change
  • Make best use of each person's ability
    • Look for ability not now being used
    • Never stand in a person's way

How often are we seeing changes that are not told in advance and where the affected persons’ ability are not used in the change? I don’t see these two points as being separated, but as working together.

Indeed, it’s been recognized over and over that people are less likely to resist change when they understand the reasons behind it and they get a change to participate in it (by using their abilities).

By keeping the JR card with you and studying it thoroughly, you increase your chances of managing your people respectfully.

JR method step 1: Get the facts

The first step of the JR method is about “getting the facts”. Late Lean literature talks of “grasping the situation”, which is very similar, if not identical.

Worth mentioning though is the “Get opinions and feelings” item. From a systems thinking point of view, it’s good as it fosters different perspectives on the situation. Now, this item is not detailed on the card, but it’s the only one being given a list of key points on how to achieve it, if you do the hard work of reading the sessions outline (synthesis available in session V):

How to get opinions and feelings
  • Don't argue
  • Encourage individual to talk about what is important to him
  • Don't interrupt
  • Don't jump at conclusions
  • Don't do all the talking yourself
  • Listen

How’s this for a “manager as coach” behavior? How often have you encountered a manager that really listens to you that way?

JR method step 3: Take action

Step 3 is interesting here for the two following points:

  • Are you going to handle this yourself?
  • Do you need help in handling?

What’s important here to me is when these two points of the method are combined with the preceding two fundamental points mentioned above. Indeed, a manager or change leader should not fear from getting help from the very people who are going to be impacted by the change. By reflecting in how s/he could get help from the people, by using their ability, he considerably augments the chances of the change going well.

Seeking help and involving others is not a sign of failure, but of sound responsibility.

(From a systems thinking point of view again, it helps achieve requisite variety with respect to the change perimeter).

Conclusion

I hope to have shown how the use of TWI Job Relations method can help in leading change. Of course, this is a bit slower than traditional “command and control” way of managing change, but I bet the JR way has a lot more long-term beneficial consequences than the traditional way.

TWI programs session manuals can be downloaded for instance from http://www.trainingwithinindustry.net/.

#TWI used #SolutionFocus approach in “how to get continuing results”! (#Lean)

Currently re-reading TWI‘s “how to get continuing results”, I stumbled upon this paragraph:

To get appropriate action on this fundamental [Assign Responsibility for Getting Continuing Results], the TWI representative might get a decision by raising such questions as these:

 (a)  “How do you now inform your executive and supervisory organization of a new responsibility – or a new policy – or a new requirement? What change have you had recently where you had to get detailed information across to your supervisors (such as new procedures under your wage agreement, or change of manufacturing method, or change in production methods)? How did you get the results you wanted?

(b)  “Will a similar procedure be adequate to get continued results in the case of JI, JM or JR?”

The new responsibilities mentioned above are the following ones:

The sponsoring executive must make it clear to the members of the executive and supervisory staff that they are responsible for results. To get continuing results, each executive and supervisor must:

  • use the plan himself.
  • provide assistance to those who report to him.
  • require results of those who report to him.

Question (a) is clearly a “what works here?” question in a typical Solution Focus approach. Then it is inquired with question (b) whether this approach could be used for getting continuing use of the methods.

It’s marvelous that in 1944 already, TWI knew that it’s better for change management to build on current practices rather than create something new.

It’s also interesting to note that the “continuing use” of the J programs was supposed to be done through 1) coaching and 2) coaching from line management (not dedicated coaches).

How are you assuring continuing use of your Lean programs? Is it building on current managerial practices?

David Kolb #Learning Styles (a #mindmap uploaded on @biggerplate)

June 23rd, 2011 Posted in Lean Tags: , , , ,

I’ve just uploaded a new mindmap over there: http://www.biggerplate.com/mindmaps/BtuCBNdT/david-kolb-learning-styles

It might be useful to know these as different people as different learning styles.

Useful to inquire attendants before starting a training or, better yet, build a training session that appeal to all kind of learning styles and build that into your training as specified by TWI.

#Lean historical document: #TWI Complete program for a plant

In the myriad of documents produced by the TWI during World War 2, there’s a one page synthesis of what a “TWI Complete program for a plant” ought to be (you can see this document in the files section of the Yahoo TWI discussion group).

What’s important to me in this document is that it highlights some key points about the specific roles of TWI and Plant Management in implementing the TWI training programs.

I get a lot of insights in these documents about why lean may not stick in today’s organizations and how we could change this (indeed, the way TWI devised their management contact procedures would behelpful for any kind of change program!). Of course, the context is really different nowadays than during war 60 years ago, but these points still are important. They probably are even more important now than formerly in order to secure change because current context may not be seen as urgent.

The aforementioned document has three parts, of which I’m only quoting the first and the last:

  1. What T.WI.I does
  2. What the TWI programs are (not quoted here)
  3. What the plant does

What T.W.I. does

  • Present TWI complete program – to top management
  • and Demonstrates program methods – to middle management
  • Starts program in the plant – for first level management
  • Checks program results – with all levels of management

What’s striking me in this section is that all levels of management get a chance to acquaint themselves with TWI programs. By this, one can ensure that:

  • top management knows what it’s all about (eases sponsoring)
  • middle management deeply knows what it is (prevents resistance and eases sponsoring)
  • results are followed at all levels to ensure that the TWI programs are kept on top of the stack in management’s head

What the plant does

  • Top management – authorizes programs and plans use (accepts training as an operating function at all levels. Designates […] coordinator)
  • Middle management – Promotes understanding and gives support (arranges convenient schedules for employee coverage)
  • First-level management – Starts training in basic supervisor skills (improves supervisory skills by continuiing use – Follow-through)
  • All levels of management – Check production results

Here, we can see that TWI fostered deep commitment from top management. Not only did the programs were sold, TWI also got top management to understand and take action to recognize that training was indeed part of management job in operating functions. Also, with a coordinator designated by top management, the work can continue without taking too much time of the sponsor, avoiding the risk of him getting upset by constant dragging into programs details.

Next, middle management, often being seen as a source of (change) resistance is here given an active role in supporting and planning the program. This is a way to both appeal to every management person’s will to help others (something I’m deeply convinced: people do want to contribute to others and to something bigger than themselves) and to ensure that the program is well fitted to each and every specifics of all departements of the company. Nobody’s overlooked in the process and everybody gets a change to contribute. From a systems thinking point of view, one could say that TWI complete program for a plant had requisite variety!

As for first-level management, it is clearly stated that their role will be to put the programs in continuiing use (for there is no results otherwise). There are other TWI documents related to how Follow-Through is supposed to be done.

And lastly, all levels of management need to check production results. That’s not a check of how many people were trained, but really a check of what kind of production improvements were done by way of TWI programs: increased production, man-hours saved, reduction in training time – tool breakage – scrap – grievances. So, in the end, it should be clear in everybody’s head that TWI helps solve production problems, as defined and viewed by all management levels in the company.

(The document is dated February 10, 1944, so it’s not modern rocket science!)

I hope this review of one of TWI documents will shed light on their training program efficiency and that you took some ideas home for improving your own change and lean programs.

I plan to comment on other TWI documents, so stay tuned!

Reblog: Michaël Ballé “The Trouble with #Lean Experts”

This month column of Michaël Ballé on Lean.org is very interesting (well, like all of what Michael writes!) and deals with Lean experts and the change resistance they’re creating and how to overcome this.

I can’t help but relate this to TWI. If I may remind readers of this blog, TWI setup 4 training programs and worked hard to develop companies at helping themselves:

  • instruct a job (job instruction-JI)
  • improve a job (job methods-JM)
  • maintain good relations with workers (job relations-JR)
  • build a training program (program development-PD)

Indeed, relations at work was of such paramount importance for TWI that they turned it to a whole training program (JR).

But, more important to me is the fact that in almost all of TWI documents, one can read between the lines and see that keeping good working relationships with people was something deemed important.

Michaël reminds us that LEAN = KAIZEN + RESPECT. All too often are we and our own management focused on the KAIZEN part, to the detriment of RESPECT. Indeed, respect is most often not even in the mind of people doing the work. The Lean Promotion Office is often seen as a team of consultants that come and put people back on the right track. How respectul is this?

Lean experts need to remind themselves that people they’re helping, teaching or coaching are not dumb. They know their work, they know where problems are and they have plenty of ideas on how to improve it. There may be other problems elsewhere (which they didn’t investigate because nobody told them they could or gave them time to do so), but, from a constructionist point of view, their reality is… well, theirs! So, should a Lean expert come in and sell them something else as the “real reality”, it’s no wonder s/he gets so fresh a welcoming!

Moreover, when teaching Lean, one must not just teach Kaizen and show Respect. One must teach Lean, which means teaching Kaizen and Respect. TWI knew that; it’s embedded in the documents, for instance when you read on the Job Methods card:

Step 3 – Develop the new method

5) Work out your idea with others

6. Write up your proposed new method

Step 4 – Apply the method

1. Sell your proposal to your boss

2. Sell the new method to the operators

3. Get final approval of all concerned on safety, quality, quantity, cost.

(emphasis mine)

Nowhere in here can you feel of something being enforced onto operators. Isn’t this teaching and showing respect for others and taking into account their skills and experience?

Last thing, teaching respect does not means letting people think you feel they’re not respectful. It’s teaching them how to investigate respectfully other parts of the process than their own, it’s teaching them that they need to do nemawashi (as it’s called in japanese) which is sharing their improvement A3 or proposals (as written in the JM card) with others and amend it where necessary (and better yet, go and see in the first place in order to capture the reality rather than fixing it later in the proposal). People are too often in a nonrespectful environment and tend to act in the same way. Trying to change behaviors with respect to this (and changing them respectfully!) for everyone’s benefits seems to me of utter importance.

#GTD Job Breakdown Sheet “a la” #TWI

February 2nd, 2011 Posted in GTD Tags: , ,

I’m a great fan of Getting Things Done (GTD) and a practitioner since around 2006 (for those interested, I’m full paper except for mail stuff which I organize in “To do” and  “Waiting For” folders. My GTD paper system is the Orgabook that I buy at Orgacity).

I’m doing some internal presentation and coaching for friends that want to jump in the wagon or that, sometimes, fall out of it (please note that I am not affiliated to DavidCo.com nor have been trained by them – though I wish I were)

Being also interested in Training Within Industry “Job Instruction” training method, I lately thought about introducing GTD using this. So, before devising a whole training session, I created a Job Breakdown Sheet for the GTD workflow. There’s quite some work to do, but that’s a beginning.

I’m sharing it here for those that would like to know more. I also have some material I’m releasing on a dedicated web site, though it’s mostly in french: http://gtdnstampf.free.fr/.

Here the JBS: STD GTD Job Breakdown Sheet v1.0 EN

For all the people that think GTD is not for them, I can assure them that GTD is easy once you’ve understand its underlying principles. And trying to teach it is the surest way to better understand them (using GTD builds habits but teaching it clarifies things). Explaining is not enough, you need to try to teach it!

Once again (for search web sites): GTD is easy !

New #TWI Materials #mindmap uploaded to @biggerplate

January 18th, 2011 Posted in Lean Tags: , , , , ,

The corresponding mindmap has been uploaded and is now downloadable and viewable from Biggerplate. Content has been reviewed with help from Mark Warren, chief archivist for the Training Within Industry Yahoo Mailing list. Thanks Mark!

For more about this, please re-read my preceding article on TWI materials.

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