IL uses a large number and variety of activities which enable the
learner to synthesize and use the new knowledge in many different
ways. Learning Activities focus on games that attempt to involve
multiple intelligences at the same time while often practicing use
of new knowledge. Win-Lose-and-Draw involves teams of students
drawing pictures of key concepts while teammates guess the correct
answer. Charades is a variation along the same lines. Other
activities include "Jeopardy"-like quizzes, role plays and skits to
practice new skills, and creative art, drama or story-writing
A large-group activity is planned at the end of major instructional
units to summarize information and bring closure to the learning
experiences. Examples of Culminating Activities include dramatic
presentations, brain-storming learning's, and collective mind-maps.
This step completes the cycle by requiring output of the learner.
Tools used to assess learning include creative tests and quizzes,
"show that you know" demonstrations or Projects Demonstrating
Excellence (PDE's), and brainstorms of how the learner can apply
the new knowledge on-the-job.
The author will demonstrate IL techniques by leading two exercises
during the presentation: a decoding body sculpture of MRPII and an
activation body sculpture of Setup Reduction.
Applications of IL—How Has IL Been Used?
In the late 80's, Kodak management realized that to educate the
entire workforce on two key initiatiatives, MRPII and the Kodak
Quality Leadership Process (similar to TQM) would mean spending
tremendous resources to train more than 10,000 people over a few
years. Kodak chose to use IL to effectively accomplish this massive
task. From a large pool of candidates from shop floor supervision,
staff and management, a team of over 20 instructors were finally
certified in IL by Peter Kline Associates. This "Learning Leaders
Team" became a self-managed team that designed and delivered a
curriculum of more than a dozen courses. Thousands of Kodak
employees were trained in MRPII, JIT, and QLP using IL between 1991
through 1994. Currently, the Learning Leaders Team consists of nine
instructors/consultants offerring the courses in the following
subjects: MRPII, JIT/Cycle Time Reduction, Empowerment/
Teambuilding, ISO9000, Performance Management, Integra-tive
Learning, Diversity and Capital Management.
The author was exposed to IL concepts as an Industrial Engineering
facilitator in the mid-80's and as a manufacturing manager in 1991.
As manager of Kodak's captive folding carton printing unit, I saw IL
as a excellent vehicle to begin shifting the traditional culture of
my shop floorteam toward the culture needed for survival—the TQM and
JIT mindset of variability reduction, elimination of waste and
continuous improvement. First, I had the Kodak Learning Leaders Team
facilitate a QLP and JIT workshop for my team. I participated and
taught a module on leadership. Reaction was excellent—a positive
atmosphere for change was fostered which had never existed before.
Secondly, I designed an IL-based workshop to launch a major Setup
Time Reduction initiative. This was also successful as the team
achieved a 40% reduction in setup time in less than six months,
saving over $300,000 annually. Finally, I used the IL team again to
teach Performance Management as we launched an empowerment process
for the team to manage its own performance measures. In all cases,
the IL training transferred a great amount of information to the
team very quickly and positively, supporting both direct application
to our team objectives and the desired culture change.
I began applying IL to my teaching of Production Activity Control
and MRPII Overview in 1992. The student reaction to the techniques
has been extremely positive. Course evaluation ratings, measured on
a ten point scale have improved from an average of 7.7 before IL to
8.9 after IL, an improvement of 16%.
To be Continued
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