The TWI Blog for the Training Within Industry Community of Practice

Bill and Loren in Arkansas (MEP) asked  how do we best advise our clients with regard to their selection of participants for JI and JR classes so that they will achieve maximum benefit/results? 

They said: “We understand that it is best to have supervisors from the same level participate in a given JR session (i.e., a homogeneous horizontal selection throughout the company) so as to avoid impeding any learning/interactions that might occur in the event that their “bosses or subordinates” were in the room.  Presumably in that situation, there would be a hesitancy to openly/freely discuss their problems within the context of the JR process.  With regard to JI sessions, we understand that the selection process could include participants other than just supervisors (e.g., a cross functional vertical selection throughout a particular Value Stream).  In this case, the participants would be selected based on their ability to utilize the JI process to become capable instructors.  Since the training examples used during the JI sessions would not necessarily be sensitive in nature (as could be the case with the problems addressed during the JR sessions), the candidates could come from upper management, supervisors, maintenance, engineering, quality, etc.  It also has occurred to us that the company should take time to consider what they mean by a “good” trainer and, where possible, establish the criteria by which candidates would be selected (e.g., flexible, creative, knowledgeable, respectful, practical, empathetic, patient, approachable, appropriate humor, etc.).”

 And I said:  “From my reading, I see  a recurring theme which  is;  top down support is necessary  for successful implementation. Whether they take the training, observe the training or gain an understanding through informal means,  the  plant manager, the owner or the CEO must let the employees know this is the way we are going to proceed.  Then, as you suggest, care should be taken in selecting the inaugural group for training based on the problems identified. I would recommend that  the groups selected for training be bonded by a project  or  two to be accomplished  rather than a random cross section of supervisory and management personnel.   Otherwise, I think you have as good a handle on the subject as anyone I’ve talked to. ”

What do you say?

Steve Grossman – Director

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