This plan is subject to change based on the needs of our members. The Schedule is posted below the plan.
|Jan||Why||Establish the who, what, and why of our work.|
|Feb||Goals||Set and communicate goals, metrics, and celebrations.|
|Mar||Best Practices||Internalize the value of having and complying with Best Practices.|
|Apr||Job Instructions||Write Job Instructions for On-the-Job Training. (1)|
|May||Measure & Monitor||Display goals (Plan), metrics (Do) to monitor (Check).|
|Jun||Coaching for Improvement||Engage team members to adjust the (Act).|
|Jul||Job Methods||Using simple questions to find and eliminate the most obvious wastes. (1)|
|Aug||A3 Problem Solving||Use rigorous problem solving techniques while sharing the story with stakeholders.|
|Sep||Strengths||Adopt a new paradigm that mobilizes strengths instead of improving weaknesses. (2)|
|Oct||Blind Spots||Understand how emotions hijack behavior and cause ripple effects. (3)|
|Nov||Trust||Build trust in the team so they know what they can count on. (4)|
|Dec||Conflict||Master conflict leverages team trust for the greatest advantage in problem solving. (4)|
- Job Instructions and Job Methods are integral in the Training Within Industry movement that enabled the immediate response needed for women who went to work during World War II.Notes:
- Based on the work of Gallup and their Clifton Strengths Finder assessment.
- Based on the Emotional Intelligence (EQ) work by Daniel Goleman. Travis Bradbury has also produced an Assessment in the book Emotional Intelligence 2.0.
- Trust and Conflict are the first two characteristics of great teams based on The Five Dysfunctions of a Team by Patrick Lencioni.