Step 4, Skills to Coach for Development: Facilitating Reflection for Learning and Improvement (1 Day Class)
Beginning in 2015 Facilitating Reflection for Learning and Improvement will be paired with Advanced Techniques for Humble Inquiry Questioning and the two programs offered together as the second half of a sequence of programs designed to help build the core skills for coaching to develop PDCA problem solving capability. Those who participated in The Coach’s Workshop, an earlier version of Advanced Techniques for Humble Inquiry Questioning do not need to attend it again to participate in Facilitating Reflection for Learning and Improvement which has not been offered before.
Participation in the first three programs in the Skills to Coach for Development sequence ((1 of 4) Recognizing Effective PDCA Problem Solving, (2 of 4) Basic Techniques Humble Inquiry Questioning and (3 of 4) Advanced Techniques for Humble Inquiry Questioning) prior to attending (4 of 4) Facilitating Reflection for Learning and Improvement is strongly recommended.
Most know that Plan-Do-Check (or Study)-Adjust is the cycle (the engine) that drives problem solving and continuous improvement and process management for lean. Many know that the engine runs best on facts obtained by seeing and hearing firsthand to grasp the actual conditions of problem situations. But few realize (or at least practice) the most critical part of the PDCA cycle for experimentation and learning – Reflection on the differences between planned and actual outcomes and actions that are found in Check or Study.
It is through reflection that we get the real benefit of following the PDCA cycle by gaining knowledge we can use to continually improve our capability to consistently perform to levels needs by our customers and our businesses and organizations.
What is reflection? We execute things like countermeasures, work flow and work method changes, project plans and improvement strategies with the belief they will produce certain results. Check is where we find out what we have to show for our efforts.
But the PDCA process is not the same as trial and error where the only question is usually did we get the results we expect, and typically if the answer is “no” we drop the method used and move on to another. Check in the PDCA cycle involves more than just looking to see what results we got. We also want to learn how and why we got the results we did. That is what reflection is – asking the exactly what the results are and what did we do or not do that produced those results.
This program will explore the nature and importance of reflection and give you opportunities to learn and practice the basic skills for leading the process of reflection. As with the other programs in the Skills for Coaching to Develop sequence, the focus will be on using humble inquiry questioning to facilitate others in reflecting.
Here’s what you’ll learn andand capabilities you will practice:
- Leading the basic process of reflection in one-on-one situations;
- Facilitating reflection of problem-solving activity and rapid learning experiments;
- Facilitating reflection in plan versus actual reviews;
- Facilitating reflection at the end of projects to decide how to sustain, continue and/or adjust;
- Self-refection as a way of leading continuous improvement;
- Listening to sense soundness of PDCA thinking and ask the right question at the right time;
- Using humble inquiry questioning to develop PDCA thinking and maintain responsibility.
Lean Transformations Group
David has been a performance improvement consultant and leadership coach since 2000. Prior to that, he worked for Toyota in North America for 14 years, first as an internal change agent and later as a manager of human resource development at the plant and North American levels. He has been on the workshop faculty of the Lean Enterprise Institute for eleven years and has done presentations and workshops to support a number of the LEI affiliates in the Lean Global Network. David has worked with clients in manufacturing, healthcare, finance, and higher education in North America, Europe, Asia, and Australia. His work focuses on supporting clients in process improvement, development of lean management systems and practices, strategic thinking and problem solving, and leadership coaching for managers and executives. David is a partner in the Lean Transformations Group and is based in Lexington, KY, where he works through Verble, Worth & Verble.
To maximize your learning experience we recommend that prior to attending this program you take following workshops or have a good understanding of the concepts presented within them.
- Managing to Learn: The Use of the A3 Management Process
- Problem Solving to Align Purpose, Process and People
- Step 1,Skills to Coach for Development: Recognizing Effective PDCA Problem Solving
- Step 2, Skills to Coach for Development: Basic Techniques for Humble Inquiry Questioning
- Step 3, Skills to Coach for Development: Advanced Techniques for Humble Inquiry Questioning
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