Task-Oriented Training Programs

"If you’re not talking, you’re not training." XXHH Quote #16 I’ve been filling out a training log for my daughter (Child #7 of 11, yeah I have done this a few times...) as she works on her 50 hours of driving for driver’s ed. What struck me is how intentional training really is. ❌ You don’t just sit there quietly while they drive. ✅ You talk. You show. You explain why. ✅ Then you let them do it: while they explain it back. That’s when training sticks. The same is true in manufacturing. When I hear “It takes 6 months to 2 years to train someone to run this machine,” my response is: Then you’re doing the training wrong. Break it down into small steps. Teach each step. Have them show you. Then have them teach another. That’s when you go from knowledge transfer to real capability. 👉 How do you structure training in your company: shadowing, step-based, or a layered method? 👉 Have you ever tracked training time as intentionally as driver’s ed? What would that reveal about your process? #LeanTraining #ManufacturingExcellence #LeadershipDevelopment #ContinuousImprovement #WorkforceDevelopment PS If you want faster, smarter training that actually sticks, you need a real method. Here’s one I use with clients. It’s a simple 5-step approach called TEACH: ✅ T – Tell Explain the job. Use manufacturer videos or your own overview materials to give them a basic foundation. Use YouTube videos if you must. Overview level: few hours to a day or two. ✅ E – Explain While Doing Demonstrate the task while narrating exactly what you’re doing: and more importantly, WHY you’re doing it. Detail Level: Many days to a few weeks across many orders and scenarios. If your not talking, your not training. ✅ A – Ask Them to Do It and Explain It Let the trainee do the task while they narrate back what they’re doing and why. You’ll quickly know if they get it. Detail Level: Their Turn. Many days. ✅ C – Coach From a Distance Have them run the machine with you nearby but not hovering. Give space for confidence (and course-correct when needed). Monitor: Another week or so. ✅ H – Have Them Teach It When they can teach it to someone else, you’ll know they’ve internalized it. Using this method, I’ve seen new operators become confident and competent in just a few weeks: even on complex machines like CNC mills, Swiss machines, corrugators, brake presses, paint lines, and converters. Can they program or do full setups right away? No. But can they run the machine safely, consistently, and independently? ✅ Absolutely. We don’t have a skills gap. We have a training method gap. 2 Hours max, rotate through employees throughout the day. If you are not talking, you are not teaching. You or them be talking!

𝗛𝗼𝘄 𝘁𝗼 𝗠𝗮𝘅𝗶𝗺𝗶𝘇𝗲 𝘁𝗵𝗲 𝗜𝗺𝗽𝗮𝗰𝘁 𝗼𝗳 𝗢𝗻-𝘁𝗵𝗲-𝗝𝗼𝗯 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 🚀 Frustrated with the unstructured and inconsistent nature of your on-the-job training? I get it. When on-the-job training lacks structure, it can leave employees feeling lost and unprepared, ultimately hampering their performance and your organization's success. Here’s why neglecting structured on-the-job training is a costly mistake: 📌 Skill Gaps: Without a clear training framework, employees might not develop the essential skills needed for their roles, leading to decreased productivity and performance. 📌 Inconsistent Knowledge Transfer: Unstructured training can result in varied knowledge levels across employees, causing confusion and inefficiencies within teams. 📌 Low Employee Morale: Employees who feel undertrained are likely to be disengaged and less confident in their roles, which can lead to higher turnover rates. So, how can you turn this around? Implementing a well-structured on-the-job training program is your answer. Here’s a comprehensive plan to maximize the impact of your on-the-job training: 📝 Design Clear Objectives: Start by defining the goals of your training program. What specific skills and knowledge should employees gain? Clear objectives provide direction and measurable outcomes. 📝 Develop Structured Training Plans: Create detailed training plans that outline each step of the training process. Include timelines, specific tasks, and learning milestones to ensure consistency. 📝 Utilize Mentorship Programs: Pair new employees with experienced mentors who can provide guidance, share insights, and offer support. Mentorship fosters a learning culture and accelerates skill development. 📝 Incorporate Hands-On Learning: Provide opportunities for employees to apply what they’ve learned in real-world scenarios. Hands-on learning reinforces knowledge and builds practical skills. 📝 Regular Evaluations and Feedback: Implement regular assessments to track progress and identify areas for improvement. Constructive feedback helps employees stay on course and continuously improve. 📝 Leverage Technology: Use digital tools and platforms to facilitate training. Online resources, mobile learning apps, and virtual simulations can enhance the training experience and make it more accessible. 📝 Encourage Continuous Learning: Promote a culture of ongoing development. Encourage employees to seek out additional learning opportunities and stay current with industry trends. By adopting these strategies, you’ll create a structured and effective on-the-job training program that empowers employees, boosts performance, and drives organizational success. What other strategies have you found effective in enhancing on-the-job training? Share your thoughts below! ⬇ #OnTheJobTraining #EmployeeDevelopment #TrainingInnovation #Mentorship #ContinuousLearning #BusinessGrowth

Training that works is: - designed with the goal to improve performance in a measurable way (not only to change behavior). - integrated into a larger performance improvement initiative (not a stand-alone solution). - contextually aligned with how the trainees will perform on the job (not general skills or including tasks that don't match real work). - focused on providing realistic practice and feedback, spaced out and distributed over time (not focused on info dumps or single shots in the arm). - motivating for the trainees to learn due to it's relevance, importance, and timeliness (not a nice-to-know) - designed to be immediately and frequently applied on the job after the training (not a cross-your-fingers-and-hope-they-do-it-at-some-point engagement) - supported and encouraged by managers (not against what managers value or against what they are capable of supporting) --- What did I miss? #salesenablement #salestraining

Most PSM facilities all throughout the industry are operating under a maintenance training approach that, while compliant, leaves critical safety gaps. The current broad-brush methodology treats all tasks equally, whether changing a filter or performing hot work on a reactor vessel. After analyzing successful pipeline safety programs, I've identified a game-changing approach that integrates task-specific qualification methodology into PSM mechanical integrity requirements. The result? A precision safety framework that: ✅ Reduces maintenance-related incidents through verified competency ✅ Improves equipment reliability with properly qualified personnel ✅ Transforms contractor management from compliance checking to performance assurance ✅ Delivers measurable ROI through reduced incidents and insurance benefits This isn't about replacing what works though; it's about elevating PSM training from generic to precise, from compliant to exceptional. Read the full implementation framework and see how leading facilities are already transforming their maintenance operations.