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    skills development

    Skills Development for Fast Learning and Rapid Results

    The more things change, the more they stay the same. True, or just hyperbole? We suggest that when it comes to leadership and business objectives the recent disruptions have served as a reinforcement of already established business priorities: employee safety, customer delight, business continuity and growth, and quick ROI.
    Perhaps this disruption is a less-than-subtle reminder, an opportunity for business leaders to refocus on these priorities, not reinvent the wheel. Likewise, it’s not new that focusing on the “vital few” critical things that get in the way of optimal performance requires an educated workforce.
    The key then, is to adopt the right mix of knowledge transfer modalities that best supports each individual, team, and the organization–driving fast learning and rapid results. To facilitate that process, we created the Skills Development Process (SDP), an on-the-job teaching and coaching series founded on:

    SDP is made up of individual How-To programs focused on specific CI disciplines (such as Autonomous Maintenance, Value Stream Management, Problem-Solving, Daily Management, and Administrative Process Flow Improvement), each of which combines brief, consultant-led learning sessions with immediate workplace activities. These “micro-learning sessions,” coupled with the learn/go-do approach, offer a powerful, results-driven formula which is the hallmark of many of our learning sessions. This approach also helps bridge the gap that can occur between learning and doing which can delay progress and hinder results.
    Benefits of SDP are far reaching, and include focus on:

    • The learning and transfer of CI skills to rapidly become part of daily work
    • A strong partnership between leaders-at-all-levels and process-owners – upskilling the people who service the customer
    • Leaders learning skills to coach and teach process-owners about CI practices directly in the workplace
    • Improved ways of doing work which is more quickly translated from one area to others
    • Continuous improvement truly becoming continuous as process owners become capable of fully managing end to end processes to drive rapid change
    • Capabilities building becoming measurable results

    We’re reminded, during times of disruption, that while many things do change, adapting CI principles, agility, responsiveness, innovation, and the ability to quickly modify daily work to respond to changing environments and customer needs are always critical for business continuity and transformation. The more effectively an organization can upskill employees to quickly translate learning to action, the better able they’ll be to survive all business climates and grow in the process.
    Want to know more about the skill development process and how it turns learning into action and action into results! Call to speak with an advisor or drop us an email and we will contact you.

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