ABSTRACT
Similarly to the previous principle on communications, Principle 11 is based on the premise that management often does not do a comprehensive job of training its associates and has no formal plan for doing so. For example, that could be during the “onboarding” process for new hires; it could be when associates apply for and win a new job in the plant or when there is new information or new technology that needs to be integrated into the training. It is not unusual to still see “shadowing” as the primary training strategy in plants. While this kind of training is better than no training at all, it puts the student in the position of being limited in his learning to whatever his trainer happens to know (plus all the trainer’s bad habits and shortcuts). Over time, there is far too much variation in the training process, and we all know from our Six Sigma training that variation is the enemy.
