Lean Training Tools
Templates that make it easy to design a training program
and to cope with change management
|Lean Training templates|
Can Roger take a vacation? This tool is often used as a Cross Training Matrix to define and measure the skills and training that your people have vs. the skills and training they need.
Cross Training Matrix
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Training Session Agenda
To prepare for any type of training session — classroom or eLearning.
Learn more about the Training Session Planning Checklist
Training Program Design Spec
To organize your plans for a multi-session training program
An organized system to collect tidbits that should be incorporated (somewhere) in your upcoming training program.
Training Team Roles
Responsibilities and Performance Evaluation Criteria
Easily personalized for your team, but might include:
the Executive Sponsor Change Agent, Training Designer, Instructor, Co-Leader, Logistics Coordinator, Content Expert, Post-Training Mentor, the Learners, On-Site Facilitator, On-Site Coordinator,
Why start with a blank page and a blinking cursor, when you could start with excellent insights from other successful teams? And then simply edit this simple Word template for the few things that might be different for your training team.
Training Team Roles
Session Evaluation (1)
If you don't ask for feedback, how will you know what to improve for next time? This is a field-proven feedback form to evaluate how well objectives were accomplished — and improve planning for future similar sessions.
Session Evaluation (2)
The success of meetings should be evaluated in many different ways — so we provide two evaluation feedback forms — and you can edit them as a starting point for personalizing more feedback forms of your own.
To provide thorough training — using a combination of pictures and written instructions to minimize lost productivity and quality when
While the Standard Work Combination Sheet is the right tool for process analysis and improvement — this Visual Work Instructions template is the right tool for (far more detailed) training for new-hires, temporaries, and vacation replacements.
It automatically renumbers your steps
Standard Operating Procedure
Use this popular template to document how to perform any operation procedure.
It comes with online help for how to use Word's numbered outline features to easily number (and renumber) process steps.
Version 5 now supports Link Icons within Word documents
|TWI Training Within Industry|
Job Breakdown Sheet
Instructor Notes used by the supervisor to prepare to effectively train using the TWI Job Instructions training method.
Job Breakdown Instructor Notes
TWI Job Instructions Pocket Card
Pocket Card to quickly remind supervisors how to follow the TWI Job Instructions training method.
Easily personalized, and then
TWI Job Methods Pocket Card
Best practices reminder for how to improve a process
Easily personalized, but gives you a great start; succinctly summarizing modern lean methods that go way beyond original TWI teachings.
TWI Job Relations Pocket Card
Common sense four-step process for how supervisors should resolve conflicts between people
Easily personalized, starting with a template similar to the original TWI Job Relations card
Pocket Card for
For second line supervisors
Succinctly summarizes modern lean leadership teachings that you will find far more useful than the original TWI teachings for second line supervisors
Bookmark = Training
Tools for Lean Training
Make sure your sound is on
Bookmark = adult
To get past filters into short term memory
It is animal nature (not just human nature)...
to constantly filter out the 99% of information ceaselessly bombarding our 5 senses
to take notice of just the few threads of information that we deem worthy of our attention.
The first challenge of adult learning
is to keep Learners interested enough and focused enough
to actually pay attention to what you are attempting to teach.
Scientists call this Arousal
but that word itself tends to distract the average Learner >>>
How to stimulate arousal?
- Use emotional words
- Use pictures and images to stimulate emotions
The emotions that answer the question:
"Why might your learner care about what you're teaching?"
To get from short term to long term memory
Assuming that the Learner was even paying attention...
short term memory can retain only 3-7 chunks of information for 15 seconds.
The second challenge of adult learning is to help Learners retain and actually apply
what was (supposed to have been) learned.
Three factors that influence Adult Learning
As you will notice in the Training Session Planning template,
the very first thing that every Instructor should do
at the very beginning of every Training Session
is to answer the unspoken question “What's in it for me?” (the Learner).
There are 2 primary ways to motivate:
- Provide hope — to solve a problem or avoid a problem
- Entice with opportunities —
most commonly for personal growth or professional gain
The wise Instructor will ensure that every Learner knows a half dozen strong reasons for why this training is important —
and will repeatedly reinforce those reasons throughout the training —
using emotional stories, examples, and word pictures,
or, better yet, physical experiences that involve as many senses as possible —
keeping in mind that motivation is an emotion —
and it is therefore nothing short of impossible to trigger motivation without triggering emotion.
2) Prior Knowledge and Experience
People need "a place to put it"... "a hook to hang it on"...
or it's gone in 15 seconds.
Some people already have excellent learning skills and habits,
but one of the responsibilities of a teacher is to provide what the Learner is missing.
Here are a few ways to help Learners retain more:
- Organize your information
Provide written &/or electronic training overview(s) —
organized into logical section headings —
following a logical learning sequence.
Provide templates —
that organize what your Learners have learned into a fill-in-the-blanks worksheet
- Use memory aids
Lists. (Top 7 things to remember)
Mnemonics. (Look it up. There is a whole body of knowledge for how to improve memory.)
Acronyms. (Example: Three Letter Acronym = “TLA”)
Rhymes. (Example: “It ain't quitting time 'til your work space shines.”)
Humor. (Example: “In God we trust. Everyone else, bring data.”)
- Correlate with something they already know
Use analogies, metaphors, stories...
to help your Learners associate new content
with something they're already familiar with
Tell 'em what you're gonna tell 'em (so they can organize their minds in advance),
then tell 'em,
then tell 'em what you told 'em
Repeat the important stuff again. And maybe again.
Or better yet, have them apply what they've learned.
Surprisingly, people learn just as well
whether they respond to a question out loud
or silently within their own mind.
Allow time for reflection.
Allow some quiet time for people to mentally digest.
The Japanese word for this is Hansei.
Involve active learning — every 4 minutes.
People can't handle much more than 4 minutes of lecture
before needing to become actively involved again.
See our suggested readings for books that have dozens of ideas
for how to actively involve learners.
Adult Learners learn best when they can immediately apply
what they've learned
ideally to solve a real-world problem in their everyday work.
How the Learner will "do it"
is very different for Training, Instruction, or Education.
Bookmark = differences
What's the difference between
The Learner should be able to...
apply specific skills — automatically and without variation.
Perform a mechanical job on an assembly line. Tie sailor knots. Type.
Directive Training: The Instructor repeatedly demonstrates how to do it, points out the key points, and explains the reasons why. Then the Learner repeatedly demonstrates their ability to do it exactly the way the Instructor did. (See the classic approach for TWI training)
Popular Systems2win templates for Training:
The Learner should be able to...
generalize beyond the specifics taught.
Troubleshooting skills for technical support. Help a customer choose the right solution.
Guided Discovery: The Instructor provides guidelines and general principles, and then the Learners use those resources as well as many other resources (such as the Internet, company database, physical resources, etc.) and apply their creative problem-solving skills to seek solutions for case studies, scenarios, or problems that might be encountered in the real world of their job.
Popular Systems2win templates for Instruction:
The Learner should be able to...
conceive and expand upon generalized mental models and value systems.
College education. Six Sigma Master Black Belt. Lean Sensei apprenticeship.
Exploratory Learning: The Mentor provides a general set of goals, some helpful guiding principles, a rich learning environment, access to deep oceans of potentially relevant information and resources, and then gets out of the way.
Popular Systems2win templates for Education:
A master of any subject (including Kaizen Lean Sigma process improvement)
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