Home / Enablers / Leaders in The Driver’s Seat

Leaders in The Driver’s Seat

In times like this, every penny counts. So, how do we ensure we get the most out of our learning & development dollars spent? Many studies prove what practitioners have known for long: formal training programmes do not deliver the promised ROI – especially when the so-called ‘soft skills’ are concerned. We must find a way to craft a learning experience for our leaders that will really make a change.
Continue reading →

2 Responses so far.

  1. Angelika says:

    Thanks for the feedback, John. You are totally in line what we’re experiencing: the training is ‘only’ to get across the tools and plan the actions. The real learning happens when we actually start implementing the projects.

    You are right: we can use the action-learning approach to six sigma projects, too. For me, the most important thing is that the learning is as important as the business result. And the learning may go far beyond ‘typical’ six sigma skills.

    For example, the learner decides to enhance his listening skills. In an action learning project, he’d define opportunities (e.g. project team meetings) and aspired behaviour (e.g. invite at least 3 people to comment before making an own comment). He could share his plan with another team member and get feedback after the meetings. He then reflects on his learning, defines new opportunities if needed, etc.

    So, if we treat six sigma projects as action learning projects, we can actually get much more from our dollars spent.

  2. John says:

    Nice article.
    Isn’t this in line with what you guys do anyway: Six Sigma training comes with project work and puts the trainees in the driver seat; it is focussing on business results and is mostly done supported by coaching. I would even say that it can not deliver the results without coaching, call it action learning if you wish. For me that is more important than the training itself.