|
Action Learning, Kaizen
& Lean
Given wide range of practices, it can appear that
Action Learning is little different from Kaizen Events or even ordinary task forces.
The differences can be subtle but those
differences are important. All three approaches can (usually) solve
the assigned problem. However, the longer range, strategic effects
are radically different. Table 1 summarizes the commonalities and
differences.
A task
force may find a solution to the problem but the
implementation is usually slow, painful and uncertain. When complete, the organization reverts
to its normal modes of operation.
A
typical Kaizen Event solves the problem and
implementation is swift
and sure. However, outside the immediate area that the problem has
addressed, the organization also reverts to its normal operating
modes. Because the culture has not changed, the benefits of the
Kaizen Event may be slowly undone over time.
In
Action Learning the facilitator's role is less dominant
than in a
typical Kaizen Event. In the Kaizen Event (or Blitz) the pressure of
time forces facilitators to make many decisions about scope and
scheduling. The facilitator also exerts heavier influence
on
specific decisions rather than discuss the issues for hours or days.
In
Kaizen, the pressure of time gets fast results and forces
people to give up dysfunctional mental models. However, it affects
only the people directly involved and only with respect to the
specific problem. Participants do not learn how to learn. They do
not recognize that other mental models might also be dysfunctional.
They rarely carry their new learning into dissimilar areas or use it
to deal with dissimilar problems.
|
Series Summary
By constantly interweaving learning and reflection, Action Learning
increases discernment and brings deeper understanding among the
participants. People go beyond their pre-programmed assumptions and
mental models.
These increased abilities do not just affect the Action Learning
group. Participants carry these new abilities to other parts of the
organization and begin to influence the thinking and thinking
abilities of many others. The quality of thinking, problem solving
and decision-making rises throughout the organization, at many
levels and in many diverse situations.
The result is cultural
change.
Strategos
Action Learning Projects
 Strategos can facilitate and assist with your
Action Learning projects. We have been applying these
principles for many years in a variety of situations. Please
call me if you would like to talk further.
Quarterman
Lee
816-931-1414
qlee@strategosinc.com
|
|
