The Gap: People need on-boarded faster  I  Professional development doesn’t just happen automatically  I  Training by just telling someone something and even showing them how to do it alone does not ensure knowledge transfer  I  Training everyone the same doesn’t work either  I  Insufficient engagement, innovation, productivity, and pride in work  I  Too much turnover

Root causes for not getting the return on training investment are often in People, Curriculum, Training style, Opportunity, and Application.

Close the Gap: People
Without your people, a high-performing organization does not exist — your people make the difference! The right people, in the right setting, and with the right knowledge, skills, and abilities are the keystone to your organization and a culture of high performing continual quality improvement* (CQI). This continual learning and knowledge, skills, and, ability development is also part of many accreditations and certifications. On your journey to a culture of engagement and continual quality improvement* make learning continual to lock in competencies, and get a return on your professional development budgets.

Close the Gap: Curriculum
Provide Role-Based Learning and Doing

Individual Contributors:  Everyone with core skills to solve local daily problems, to improve themselves and the organization everywhere, every day.
CQI Practitioners:
Project Leaders:  Individuals with core and foundational CQI skills to lead teams and create benefits through work process improvements. See 1 module below
CQI Champions:    In-house experts for all improvement activities using advanced problem-solving methods to engage and lead teams in creating bigger improvements. This involves being a leader, teacher, infrastructure establisher, planner, focuser, and coach. See 1 module below
Supervisors:  Leaders, responsible for the success of a team, developing, supporting, removing barriers, and driving continual process performance improvements.
Organization Leaders:  Leaders guiding the organization vision, structure, environment, and focus including identifying targeted improvement areas, supporting and personally exhibiting the behaviors needed to nurture a high-performing culture. See 1 module below

Close the Gap: Training Style
Getting the best return on your training budget requires a very effective knowledge transfer approach that includes TACC (training, immediate application, coaching, and certification) with on-going application expectations. This approach works with both face to face and virtual training, application, and coaching.

TRAINING: Use the adult education principles of Tell you about a topic, Show an application, participate in application or “Do” it, and receive feedback ( tell/show/do/recycle feedback ).
APPLICATION: The next step in knowledge transfer is applying it in the real world where change management and unique situations exist. For example, after the conclusion of Kaizen training, we co-lead a Kaizen event with you to help successfully and practically apply training knowledge, create confidence for future applications, AND get the return on your training investment.
COACHING: After the initial application, ongoing mentoring is provided as you apply the methods yourself. This enables you to address new situations with confidence and continue to grow skills.
CERTIFICATION: Certification confirms the learning and is a commitment to professionalism. It represents a special transformation of you and your capacity to impact people and the organization’s results. Role-based certification involves a comprehensive continual quality improvement body of knowledge focused on learning and applying methodologies, engaging people, managing change, and creating immediate and long-lasting benefits.

Close the Gap: Opportunity and Application
Combining opportunities for your team with a value-added curriculum, following an adult learning training style, and with expectations to continually apply learning WILL create knowledge and skills that sticks! This combination results to more capabilities, capacity, benefits, and a high-performing culture where everyone is engaged in creating improvement – every day, everywhere.  Link to training and application results: process improved 30-88%, not 2-5% and Return on TACC investment in 1-3 months. 

Getting the return on your training investment
Training, Application, Coaching, and Certification can be arranged in multiple fashions, face to face and virtually; using conference, training, and travel budgets.

                                                    Link to training modules                    Contact Chris Bujak or Pam Vecellio

*Lean, Six Sigma, Quality, Employee Engagement, Operational Excellence, Performance Management, and Professional Development or just making things better across the organization for customers, business, team members and communities.