And glad to rock a bit with you. You are truly amazing as well!

The 4 steps for JI are: 1-Prepare the Worker; 2-Present the Operation; 3-Try Out Performance and 4-Follow Up. During one part of the training the instructor merely demonstrates tying a certain kind of knot and then asks someone in the class to do it. They can’t. Then the instructor merely tells the class how to do it without showing them and asks for a volunteer. They still can’t do it, because of what you’ve described here.

For the third part of TWI, Job Methods, the 4-step method helps workers learn how to improve the job. Those 4 steps are: 1-Break down the job; 2-Question every detail; 3-Develop the new method; 4-Apply the new method.

All of these components work together to create the best possible work environment. Although originally designed for the manufacturing industry, they are wonderful foundations for really ensuring that workers understand new instructions and get familiar with the culture of the organization so they can offer suggestions to make the workplace even better. The Hear-See-Do model you’ve described fits perfectly.

Thanks for reminding me that even the old stuff can still be the good stuff if it reinforces our foundations and fundamentals. After all, what is “fundamental” except FUN and MENTAL with “DUH” in the middle!

Thanks, Phil, as always. You ROCK!

Do, re-do, do it again, and keep trying to find what works, and make it unique to the person and the role. No one size fits all for my folks, just a constant tweaking and re-engaging to see what’s working and what’s not.

I agree we need to close the loop on this. Good questions too. I’ll see about adopting those and let you know.

My shorter one for MWA has been:
do with, not for

These mantras are more about the how though, and I applaud the consistency you have come to in your training program, culling what works for you and what doesn’t more proactively… stuff that is unfortunately left to chance and thus hit and miss in many workplaces.

When i assign a task i ask to come back it’s finished and ask me 3 good questions.
-”What questions are good?”
- “That is the exercise, my friend!”
If no questions – he or she did not learn anything, bad sign.
Best questions should start “I was doing this and at some point…..” or “everything worked, then failed. I searched the web and found only 3 matches in Korean, I do not read Korean…”

If a new hire asks questions and offers improvements over the existing state – he or she is good to go on his/her own in the wild open