Jul 30, 2014 | Posted by Ben Thompson
Bonjour mes amis de blog, as promised this week I am spilling the beans on a trainer in training that trained some trainees. As well as being a tongue twister this can be a tough task. But, as usual TPS comes through in a pinch! I briefly disclosed a graphic on our incremental training process that I was and am learning. I outlined the fact that the process is 4 stages, preparation of the team member, demonstration, try out performance and follow up. Now with my being a bit more learned I will elaborate on these stages.
First thing is first:
Prepare the team member
Put the team member at ease: it is important our team member are in an emotionally grounded state, this leaves them distracted and ready to learn
Explain general safety and quality requirements: Safety is always of paramount importance, as a trainer it is your responsibility to raise awareness of all safety concerns that your trainee may face, both morally and professionally. As for quality, it is our aim to train the team member to achieve the highest standard of quality; anything less is a broken process.
State the job using the SWC / Work Instructions: This is quite simply your script. Best advice Matt gave me for training or work in general was “Have a good script and stick to it, practice, practice, practice; then perform.” Some people are very visual learners so all of the picture in the SWC will be worth 2000 words… each.
Find current knowledge: one must respect and appeal to the team member’s current knowledge base. Not only does it give you a baseline for the training process, you always learn more about a person from listening to them. By giving them a chance to tell you their take on the process your having more of a conversation with them about the training rather then just delegating endless commands. Although it is a standard training process, be careful to remember people are unique, play towards that uniqueness rather then ignoring it or fighting against it.
Motivate: If you are not charged up about teaching them how can you expect them to be excited to learn. The brass tax with this is in order someone to learn they must be engaged. You have to invoke that sense of want, motivate them to want to learn.
Demonstration Use the power of three,” Cause its a magic number…”
1. Trainer performs job, reads IMPORTANT STEPS from SWC / Work Instructions
2. Trainer performs job, reads IMPORTANT STEPS and explains KEY POINTS
3. Trainer performs job, reads IMPORTANT STEPS,explains KEY POINTS and REASONS
Check understanding: Verify that they know and understand the difference between the Important step, Key points and Reasons.
Encourage questions: Open that floor to let them speak; remember its a conversation.
Answer questions: This is a fairly straight forward one. An unanswered question is is unfinished business.
Try-out Performance The power of 3+! (Try-Out Performance at least 3 times)
At True North Thinking Inc. we believe in putting the inc. in incremental! its important that the information be introduced incrementally, so the trainee is not overwhelmed
1. Trainee performs job, reads IMPORTANT STEPS from SWC / Work Instructions
2. Trainee performs job, reads IMPORTANT STEPS and explains KEY POINTS
3. Trainee performs job, reads IMPORTANT STEPS,explains KEY POINTS and REASONS
So how long will this take? As long as it takes… let you team member comfortably learn at their own pace. Observe trainee, correcting their errors and giving positive feedback and reassurance.
The follow-up stage is when you ensure that the trainee able to perform to the standard speed of production.
Encourage them to ask any questions they may have.
After Answering any questions it is important to leave the trainee to practise the work alone, simulating exactly how it would be for the trainee to work the job on a regular work day.
Check back periodically, and only with trainee performance up to standards record training as complete.
I trained 3.5 team members this past week, ironic thing is that with every trainee I train also do I complete my training as a trainer, a training trainer. It was rewarding to get to the follow up stage and even a bit fun working with the guys chasing and reaching our desired 15 second cycle time.
Good training relieves frustration, ambiguity, and doubt, making it much less stressful for your team members, who 9 times out of 10 want to succeed. Setting your team up to succeed is the earmark of a true leader!
Until next week blog fans,