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How can you reinforce TQM training with feedback and coaching?

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Total quality management (TQM) is a philosophy and practice of continuous improvement that involves everyone in an organization. It aims to enhance customer satisfaction, reduce waste, and increase efficiency and effectiveness. However, TQM is not a one-time event or a quick fix. It requires ongoing training and development of the workforce to ensure that they have the knowledge, skills, and attitudes to implement and sustain TQM principles and methods. In this article, you will learn how you can reinforce TQM training with feedback and coaching, two essential tools for learning and performance improvement.

本文章的要点总结

Integrate coaching techniques:

Employ various coaching methods like active listening, questioning, and feedback during TQM training to empower employees to own their learning and enhance performance.
Personalized action plans:

Work with employees to develop clear, tailored action plans post-TQM training. This ensures they apply what they've learned effectively to their daily tasks.

本摘要由 AI 和以下专家提供支持

Alexander Carrasquillo Guzman

On a mission to make our workplaces…
Marcello Soares

CEO & Founder - Labone Consultoria e…

1 Why feedback and coaching matter

Feedback and coaching are integral components of any learning process, particularly for TQM training. Feedback is the information you give your employees about their performance, progress, and areas for improvement. Coaching is the guidance and support you offer to help them reach their goals, address difficulties, and develop their potential. Through feedback and coaching, your employees can comprehend the expectations and standards of TQM, identify their strengths and weaknesses in applying its concepts and tools, learn from mistakes and successes, cultivate a growth mindset and positive attitude towards TQM, motivate themselves and others to pursue excellence, solve problems and make decisions based on data and customer needs, and collaborate and communicate effectively with colleagues, managers, and customers.

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Marcello Soares

CEO & Founder - Labone Consultoria e Treinamentos | Lean Six Sigma Master Black Belt | Trainings and Consulting | Top Lean Manufacturing & Lean Six Sigma Voice | Leadership Development Expert
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Inicialmente, conduzo avalia??es de desempenho para identificar lacunas de competência. Em seguida, utilizo ferramentas como análise SWOT e Pareto para priorizar áreas de melhoria. Durante as sess?es de coaching, foco em metas específicas e mensuráveis, fornecendo orienta??o individualizada sobre técnicas de resolu??o de problemas e aplica??o de ferramentas TQM, como diagrama de Ishikawa e PDCA. O feedback contínuo é essencial para acompanhar o progresso e ajustar estratégias conforme necessário. Além disso, promovo uma cultura de aprendizado, incentivando a colabora??o entre colegas e a compartilhar de melhores práticas.

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Kamal Bari

Plant Manager | 20+ Years of Leadership in Manufacturing Operations | Driving Excellence
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Feedback and coaching play pivotal roles in enhancing the effectiveness of Total Quality Management (TQM) training and its implementation within an organization. 1.Clarification of Expectations and Standards: Feedback provides a clear understanding of what is expected from employees in terms of TQM practices 2.Identification of Strengths and Weaknesses: Through feedback and coaching, employees can recognize their areas of strength and those needing improvement. 3.Learning from Mistakes and Successes: A vital aspect of TQM is the belief that mistakes are opportunities for learning. 4.Development of a Growth Mindset: Coaching encourages employees to adopt a growth mindset, seeing challenges as opportunities to grow rather .

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2 How to provide effective feedback

Feedback can be positive or negative, formal or informal, individual or group-based, verbal or written. Regardless of the type and format, there are some basic principles to ensure that feedback is effective and constructive. For instance, be specific and clear about what you are giving feedback on, focus on the behavior and the outcome rather than the person or intention, use examples and evidence to back up your feedback. Additionally, strive to balance praise and criticism while highlighting the positive aspects of performance. In addition, ensure that feedback is provided in a timely manner, preferably soon after the performance. Use a respectful and supportive tone, avoid sarcasm, blame, or judgment. Invite dialogue and feedback from the employee while listening to their perspective. Connect your feedback to the goals and objectives of TQM, suggest actions and resources for improvement while offering your assistance if needed. Finally, follow up on feedback and monitor and acknowledge progress.

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Waleed Ibrahim

Pharmacy development manager | MBA
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By being specific, focusing on behavior, providing examples, and maintaining a respectful tone, I create a constructive environment for improvement. Connecting feedback to TQM goals ensures alignment with organizational objectives, and my emphasis on timely, balanced, and follow-up feedback enhances its impact. Well-articulated principles for fostering a productive feedback culture.

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Kamal Bari

Plant Manager | 20+ Years of Leadership in Manufacturing Operations | Driving Excellence
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Providing effective feedback is a critical skill, particularly in environments focused on continuous improvement, such as those implementing Total Quality Management (TQM) principles. Feedback, whether positive or negative. 1.Specificity and Clarity: Be precise in your feedback. Avoid vague comments that can lead to confusion. 2.Focus on Behavior and Outcome: Concentrate on the actions and their results rather than personal attributes or intentions. 3.Use of Examples and Evidence: Support your feedback with concrete examples and, when possible, data. 4.Balance Praise and Criticism: Aim for a balanced approach by recognizing what was done well alongside areas for improvement.

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3 How to conduct effective coaching

Coaching is an interactive, collaborative form of feedback in which you act as a facilitator and mentor for your employees. It can take the form of one-on-one sessions, group discussions, on-the-job observations, or online platforms. The primary goal of coaching is to help your employees develop their skills and competencies, and to give them the ability to take ownership of their learning and performance. For effective coaching, it's important to establish a trusting and supportive relationship with your employees. Align the purpose and goals of coaching with the TQM vision and values. Assess the current level and needs of your employees, and identify any gaps or opportunities for improvement. Work with your employees to create a personalized action plan with clear milestones and indicators. Utilize various coaching techniques such as questioning, listening, reflecting, modeling, demonstrating, and giving feedback. Encourage exploration of different options and solutions; let them experiment and learn from their experiences. Challenge them to stretch their abilities and overcome any barriers or fears that may be present. Recognize their achievements and contributions; provide constructive feedback for further growth. Review the coaching process and outcomes; adjust the plan as needed. Foster a culture of continuous learning and improvement; encourage everyone to seek out feedback from one another.

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Kamal Bari

Plant Manager | 20+ Years of Leadership in Manufacturing Operations | Driving Excellence
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Effective coaching is a dynamic and personalized approach to developing your employees' skills, aligning closely with Total Quality Management (TQM) principles that prioritize continuous improvement, personal accountability, and excellence 1.Establish Trust and Support: Begin by building a strong foundation of trust and mutual respect. Employees must feel safe to express their thoughts, challenges, and failures without fear of judgment 2. Align with TQM Vision and Values: Ensure that the coaching sessions are in harmony with the organization's TQM objectives. 3.Assess Current Levels and Needs: Conduct a thorough assessment of each employee's skills, knowledge, and performance to identify strengths and areas for improvement.

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4 How to integrate feedback and coaching into TQM training

Feedback and coaching should not be seen as separate activities, but rather as an integral part of the TQM training process. From planning and designing to delivering and evaluating to reinforcing and transferring, feedback and coaching should be integrated into each stage of the training cycle. To do this, involve your employees in the needs assessment and design of the training program and solicit their feedback. Incorporate feedback and coaching mechanisms into the training delivery, such as quizzes, surveys, peer reviews, simulations, role plays, case studies, and action learning projects. Provide feedback and coaching during and after the training sessions through various methods and channels like face-to-face, online, phone, email or chat. Additionally, create feedback and coaching loops to collect data on the effectiveness of the training in order to improve content, methods and outcomes. Reinforce and transfer learning outcomes to the workplace by supporting employees in applying TQM principles and tools to their daily tasks. Finally, create a feedback and coaching culture that encourages and rewards employees for giving/receiving feedback/coaching as well as sharing knowledge/best practices with others.

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5 How to overcome the challenges of feedback and coaching

Feedback and coaching can be difficult to provide and conduct, both for you and your employees. Challenges such as lack of time, resources, or skills, resistance or defensiveness from employees, conflicting feedback from different sources, cultural or personal differences in giving and receiving feedback, and difficulty in measuring the impact of feedback on performance can all be addressed. To overcome these obstacles, prioritize and allocate time and resources for feedback and coaching, build trust with employees by explaining the benefits of feedback and coaching, use a common framework for feedback and coaching, adapt your style to suit the needs of employees, and use multiple sources of data collection and analysis while linking feedback to key performance indicators.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Alexander Carrasquillo Guzman

On a mission to make our workplaces more Strategic, Efficient & Agile | Using the Power of Servant Leader | Author | ?? Founder of "The Healing Man Cave" | LinkedIn Project Management & Coaching Top Voice ??
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Let's get straight to the point - Feedback, Coaching, and Mentoring are the three crucial tools that can significantly impact your personal and professional growth. Feedback is about providing a constructive evaluation to rectify any actions, events, or situations that fell short of expectations. Coaching is a creative partnership that unlocks untapped sources of imagination, productivity, and leadership, empowering clients to take control of their growth in a co-creation process between the coach and the Coachee. Mentoring, on the other hand, is all about seeking guidance from subject matter experts who can help you navigate through situations based on their own experience. So, don't wait any longer; start leveraging these tools.

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How can you reinforce TQM training with feedback and coaching?

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3

4

5

6

1 Why feedback and coaching matter

2 How to provide effective feedback

3 How to conduct effective coaching

4 How to integrate feedback and coaching into TQM training

5 How to overcome the challenges of feedback and coaching

6 Here’s what else to consider

Lean Manufacturing

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How can you reinforce TQM training with feedback and coaching?

1

2

3

4

5

6

1 Why feedback and coaching matter

2 How to provide effective feedback

3 How to conduct effective coaching

4 How to integrate feedback and coaching into TQM training

5 How to overcome the challenges of feedback and coaching

6 Here’s what else to consider

Lean Manufacturing

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