More companies are focusing on the importance of training, particularly as they implement new policies and procedures, such as Kaizen. Many businesses view training as crucial to the successful integration of these new mindsets and practices, and, as a result, have worked hard to develop effective curriculums that educate workers.
As training becomes more important, companies are devoting more of their budgets to this process. In 2010, for example, American businesses spent upward of $125 billion on employee learning and development, according to the American Society of Training & Development's 2010 report. However, just because they are spending more, that doesn't necessarily mean they are developing effective training initiatives.
It comes down to intent. Many training programs are designed to provide knowledge to participants – they are essentially educational initiatives. While this strategy can be effective, it isn't always the best approach to bestowing skills and knowledge, as it focuses solely on the educational aspect of training.
Knowledge versus performance
In reality, a lot of employees can understand – on a base level – what new initiatives are supposed to accomplish or the goals and tasks they are supposed to facilitate. Cursory training programs that focus specifically on these aspects don't help workers to internalize these concepts. Simply attending a presentation that explains why companies are integrating Kaizen doesn't help much with the actual implementation.
It's a matter of knowledge versus performance. Training programs should be designed to accommodate both of these aspects, not only the latter. For example, rather than simply having employees attend a training session, businesses could have them participate in activities and games, or complete exercises in workbooks.
These hands-on activities are better for helping employees develop practical knowledge of the concepts they are being taught, enabling them to come away from training initiatives with a better idea of how the changes will affect them and their jobs.
Activity-based training programs also help to engage employees and eliminate negative attitudes or self-limiting beliefs. They help workers gain the confidence they need to successfully integrate new policies and procedures into their everyday jobs.
“A lot of people know what to do and how to do it, they have the knowledge and the skills, but they don't perform nearly as well as they could,” explains Nitin Shah, a life coach and trainer. “The reason being self-limiting beliefs and negative thoughts that shape attitudes … block the effective application of knowledge and skills.”
Kaizen education and training
When it comes to creating a Kaizen culture, training and education can be an important part of successful implementation. For some workers, the concept of going Lean may be a difficult one to initially internalize.
Knowledge and activity-based training programs, such as those offered by Enna, can help companies provide employees and managers with the leg up they need to ensure successful integration of Kaizen.
An educated workforce is pivotal to the success of a company, particularly one that is going through major changes such as Lean transition. Using the right training programs and products is critical to helping employees come to grips with these new concepts and learn how they can affect production in the new work environment.