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Green Belt for Directors

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  • #44549

    Howard Miller
    Participant

    General Open question….
    I have a list of people who are rather tricky for getting onto a full week course, loosing a full week is not an ideal situation for their working environment.
    My question is; have any of you ever played with changing the daily format, for example, instead of 10 full days split in half with a four week interval, would you run 20 afternoons split in half with an interval of three weeks?
    I am looking for ideas on how to keep these people running on their normal daily job, but still learn the GB material. What are the pro’s and con’s from your experience?
    My usual format is two sets of 5 days.
    The only idea which is not an option is online….
    Your help would be appreciated.
    H.

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    #142923

    Hans
    Participant

    Two experiences:
    1. Yes, splitting up the workshop works, particularly if you bring the training down to 1 day a week for 5 weeks has worked for me in the past. If you go into afternoons, you will lose some participants here and there (they’ll catch up later)
    2. At one company that required their Directors to be GB certified, the BBs ended up doing the projects in a time crunch at the end of the year so that everyone could make their bonus.
    I hope that helps.

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    #142928

    Howard Miller
    Participant

    Hi Hans, thanks for the reply.
    You have a point about the afternoons idea, I’ll let that one go out the window…. I am now thinking of either a Tue and Thur format or a Mon, Wed Fri format… what do you think? The one day per week would take a minimum of ten weeks to get all through the material…
    Not too worried about point two, if they don’t meet the criteria themselves, they will be failed. I tend to be rather black and white on things like this… The rule goes for anyone who goes on the courses. I like to think that it puts a bit of validity into the program.
    H.

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    #142939

    Hans
    Participant

    Howard,
    The way I would approach the M/W/F vs. T/Th question is to start out with some casual discussions about work load and important weekly meetings and “take a temperature check” on what works best. A problem with Mondays and Fridays is that many people tend to take these days off as PTO. So my gut tells me Tuesday and Thursday is your best option if you want to consistently fill the classroom. My style is more based on consensus building and buy-in. But that may not work in every organization (as I have also found out over time :-).
    Good luck!

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    #142943

    Howard Miller
    Participant

    Hans,
    Some good points, I agree with your rationale, I shall go see if it fits!
    Thanks for your time on this one, much appreciated.
    H.

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    #142945

    Adam
    Participant

    How does life function if someone was to go on vacation for a week?

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    #142946

    Chatikobo
    Participant

    HM:
    Always good advice from Hans….here is another wrinkle that has helped me in the past – consider if you can compress the training day into….say 6 hours. For example, I have trained from 9am – 3pm. This allows folks in your class some time early & late to address urgent matters.
    Using this strategy, was able to keep the group going for the entire week
    Lance
     

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    #142952

    Vicki
    Member

    Can the traing be completed via Web Ex? This way, employees can take the training at their leisure. Usually an employee can complete the training via internet within a three month time frame.
    Otherwise, I would suggest splitting the training in intervals with a one week haitus between each session. Let me know if this helps. 

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    #142953

    Vicki
    Member

    In addition to my prior post, I noticed your title says GB for Directors. I have heard of Directors enrolling in a course on-line with a BB/MBB available for Q&A.

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    #142964

    Howard Miller
    Participant

    Hi Adam,
    Ah, yes, the holiday arguement…. Always valid, and hence use it all the time.
    I am just playing with ideas to see if there is a different aproach that I can take…
    H.

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    #142965

    Howard Miller
    Participant

    Hi Vicki,
    Thanks for your posting.
    I used to run a GB program using an online training facility, in general the course was well thought out, however, I would like the personal touch, the one where the trainers are putting real life examples from the organisation, it makes the training relevant, and also a promotional tool…
    H.

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    #142968

    Helper
    Participant

    What happens when they go on vacation?    Is the training not important?

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    #142991

    Mike Carnell
    Participant

    Howard Miller,
    Our experience is similar to Hans although we have never gone to 1 day at a time. We have also never done it as one class. Asking most executives to put 10 consecutive days in there schedule seems like a formula for failure. We have done it in 2, 3and 4 sessions. Always 4-6 weeks between classes.
    Scheduling is typically an issue with upper management not middle management. We have offered the option of doing it online and that puts the responsibility for the quality of the learning on them and that will free up a lot more of their time (takes away an excuse).
    Consider giving a test if there is to much time between classes that says if the score is less than 80% they do the previous material over.
    There must be a project in this puzzle some where. We do 2 for GB’s.
    Just my opinion.
    Good luck

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    #143009

    Adam
    Participant

    It almost sounds like they are getting green belt certified just for the sake of getting certified.  If there jobs are so demanding, how many events or projects will they be participating on?
    What we do here is have an overview training that we call AIRSpeed Operational Training.  I guess it would be the equivallent to a yellow belt course.  It explains what each program is and does (Lean, Six Sigma and Theory of Constraints), a few of the tools used, how the events are run, who the key players are and their roles, how to pick an event and so on.  Everyone at the command must have this training and they cannot be a full time member on a team until they have this basic understanding.  The class is two and a half days and includes simulations, videos and Power Point presentations.  Everyone ends up with a basic understanding of how and why, and they get a feel for some of the buzz words. 
    Perhaps this could be something you could look into.  After all, why waste the money and time training people on in depth knowledge that they’ll never use?

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    #143021

    Howard Miller
    Participant

    You put forward an interesting and valid point. I am not sure whether I am being obstinate or not, but I would like the top to have the full apreciation of the LSS program rather than an overview. I would like to go for a culture shift within the whole company from people who don’t just win the bullshit bingo test (a hilarious thing, look it up…).
    Do you really find that you get long term results from this approach?
    In a previous life the people in these kind of positions had minimum of GB and preferred standard of BB, I know that this worked, and had a long lasting effect….
    If I were to interpret your concept it would be an executive over view of about 2-3 days. Is this what you mean?
    A curious
    H.

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    #143028

    Adam
    Participant

    Exactly.They don’t necessarily need to know every tool and how to use them. Just that there is a tool, the benefits of it, and that there is someone on hand who knows how to do it. You just need them to understand that it works and why it works. Not necessarily all of the details on how. We save the how-to part as more of a hands on experience for our team members and green belt training for those who are going to be leading teams.

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