KATA Coaching Flashcards
In Toyota’s eyes, a company’s strength lies in the ability of what?
of each and every person to improve in the organization (make many small steps towards improvement on a daily basis)
it is more important – for the adaptivity, competitiveness and survival of a company – to have a large number of people who systematically and methodically make many small steps towards improvement on a daily basis than to have a small group that regularly performs major projects and measures
If an organization has to achieve long-term success by means of continuous improvements and evolution, it needs what?
a systematic procedure and routine, a method to channel human abilities and bring potential to light
KATA in Japan is?
guide and support everyone in the organization by laying down a specific thinking and behavior pattern to adopt with regard to perception, adaption and improvement
What is KATA?
KATA are learning routines that are consciously practiced to master new ways of thinking and acting until they become unconscious habits.
KATA is a method to make learning together a routine.
The word “kata” was derived from Japanese and means what?
a learning routine used to internalize and automate fighting techniques.
KATA is a method to bring routine into what areas?
workflows
improvement processes
leadership behavior
What do KATA routines promote?
security
quality
speed
Routines create resources for “learning by doing”
Much of what we do is habit
Our brain develops routines to make it easier for us to free capacity for “conscious” thinking and acting
How will a company be successful in the future?
Good leadership
Good employees
Good processes
Good results
Good processes are levers for?
Company success by:
available products
good marketing
interested customers
Customer satisfaction due to good results such as:
added value & benefit
quality / price
image of the brand
Managers and employees should commit themselves to what?
the design of good processes
Companies can only influence results & success through internal processes
Without fundamental changes we need to focus on what?
small potentials
At the start, the improvement potential can be achieved quickly by?
by targeting low hanging fruits
large steps (project/workshop).
As the working system’s maturity level increases, the optimization potential can only be achieved by what?
many small rapid improvement cycles (KATA)
In KATA, what is the comfort zone?
known target
known method
known route
In KATA, what is the learning zone?
known target
known method
unknown route
In KATA, what is the fear zone?
known target
unknown route
unknown method
Fear arises often when you are supposed to achieve a target and don’t know how to do it.
What is the knowledge boarder?
The knowledge border is the point at which we no longer have certainty that our ideas for improvement will work
When you reach the knowledge boarder, what assumptions should you start making?
At this point we begin to make assumptions:
„I think that …“
„Maybe it’s …“
„It should be …“
From this point on, we should no longer act in the same way as in the comfort zone, but be on the move and experiment as researchers and explorers:
Carefully, step-by-step, collect knowledge and learn from it.
What is the PDCA methodology in KATA?
Plan Do Check Act
be on the move and experiment as researchers and explorers:
Carefully, step-by-step, collect knowledge and learn from it
Employees in big organizations have forgotten how to learn and quickly end up being in which zone?
fear zone when they leave familiar terrain
We must succeed in giving every employee (process improver) the right challenges so they can develop what?
scientific behavior in conjunction with daily coaching
When you are experimenting, try not to…
think too far in advance and work interactively
concentrate on the next step because what you are learning here can influence the step after this one
What areas have the most effect to the results (in order)?
- leadership
- employees
- processes
- results
What are the knowledge boarder zones?
- comfort zone
- learning zone
- fear zone
Which of the following statements apply to the comfort zone?
- The target is known.
- The method is known.
- The route is known.
Which of the following statements apply to the learning zone?
- The target is known
- The method is known
• The route is unknown
Which of the following statements apply to the fear zone?
• The target is known
- The method is unknown
- The route is unknown
What are the three improvement cultures?
- Organizational
- Methodical
- Strategic
What is organizational improvement culture?
Process improvement by many employees instead of a few experts
What is Expert-driven conventional improvement process?
Improvement by a few experts
Employees are implementers
Learning not possible
What is Expert-driven conventional improvement process?
Improvement by many employees in the line
Employees are coached by managers
Learning by doing: mistakes are allowed
What is KATA’s goal?
KATA’s goal is to have as many employees as possible systematically deal with the further development of as many processes as possible.
What is methodical improvement culture?
Instead of a planned CIP approach try to run an experimental CIP
What is Planned CIP? aka the conventional improvement approach
algorithm-based way of working
- Assumed general conditions: Constant
- Goal achievement path: Known
- Strategy: Planning and implementing known solutions
- Control system: Cyclical monitoring of progress of activity
Problems:
• Solution does not meet the target, as processes turn out differently than planned in practice
• Learning experiences are weak as we are working with known methods/routes
What is Experimental CIP? aka Improvement KATA
heuristic way of working– enabling someone to discover or learn something for themselves
- Assumed general conditions: Variable
- Goal achievement path: Unknown
- Strategy: Small steps, PDCA loops
- Control system: Short-cyclical coaching to ensure learning process, compliance with improvement corridor
Advantage:
• Flexible adaption to process changes & permanent learning by
means of coached PDCA cycles.
The KATA is based on the finding that?
that the basic conditions change over time and one must react flexibly (short cycles in small steps in accordance with PDCA) to achieve the target condition
What is strategic improvement culture?
Focus of managers on developing employees instead of processes
What is the improvement KATA approach of strategy?
- Improvement by employee development
- Establishment of management and improvement routine
- creating a framework for intrinsic motivation
- Improvement of the employee by the manager
- Improvement of processes by the employee in the value chain
- Cascaded target derivation from the Vision
- Improvement of the leadership of the manager
What is the conventional CIP approach of strategy?
- process improvement carried out by experts
- Planning & control
- Extrinsic motivation
Measuring the results of improvement
How is KATA carried out?
Optimization by “experts” in regular workshops
Optimization by everyone every day
What are the issues with the optimization by “experts” in regular workshops?
Potential of improvement and innovative strength are wasted and kept at a low level.
Why is optimization by everyone every day the best design and sustainably improve processes?
Potential of improvement and innovative strength take full effect and are
continuously extended
• Employees are the best specialists in their work processes and the usual
problems, but often have no time & experience for the CIP
• Experienced released employees can improve work processes & tools for
their colleagues if they are qualified and trained to do so
Sustainable process improvement requires what?
released employees and the development of CIP routines by their managers
Employees in the process take which tasks during the introduction of learning routines?
Employees in the process:
“Can I work according to standard?”
• Works cyclically, according to standard.
• Their task is to try to provide the required service in the required time and
quality.
• Since he works productively, he has no time for improvement.
• However, he has the responsibility to uncover errors and weaknesses in the
process immediately and in as much detail as possible and to report them to the
process improver.
The process improver in the process take which tasks during the introduction of learning routines?
Process Improver (= Mentee):
“Does the (production) process run according to plan?”
(often “Hancho”, “Mentee” or “Process owner”)
• Observes the process and looks for deviations from the standard.
• Responds to faults and fault messages from the process.
• Develops process and standard according to the improvement kata and conducts
experiments according to PDCA.
• Finds and develops solutions in dialogue with employees and coaches.
The coach in the process take which tasks during the introduction of learning routines?
Coach:
“Is the improvement process running according to plan?”
(often “master” or “mentor”)
• Ensures that the process improver (= Mentee) works scientifically and
experimentally according to the improvement kata and maintains and practices
the routine.
• The development of the mentee and not the development of the process is his
task.
• Asks the 5 questions of the coaching kata in short intervals (the 5 coaching
questions will be explained in the following learning cards).
• He does not provide or suggest solutions. He is only responsible for the objective
and the result.
The 2nd coach in the process take which tasks during the introduction of learning routines?
2 nd Coach:
“Is the coaching process going according to plan?”
• Ensures that the coaching takes place regularly, in a structured and goal-oriented
manner - according to the coaching kata.
• Ensures that the framework conditions - time, organisational structure, etc. -
make this possible.
What are The 5 Questions of the Coaching KATA?
- What is the target condition?
- What is the current condition?
- What obstacles are currently preventing us from achieving the target condition?
What obstacle do you want to tackle now? - What is your next step?
- When can we see what we have learned from this step?
What is the correct order of the 5 coaching questions?
- What is the target condition?
- What is the current current condition?
- What obstacles are currently preventing us from achieving the target condition? What obstacle do you want to tackle now?
- What is your next step?
- When can we see what we have learned from this step?
What are the characteristics of the expert driven CIP and employee driven CIP improvement approaches?
Expert-driven CIP
• Improvement by a few experts
• Employees are implementers
• Learning not possible
Employee-driven CIP
• Improvement by many employees in the line
• Employees are coached by managers
• Learning by doing
What are the characteristics of planned and experimental improvement approaches?
Planned CIP
• Assumed general conditions: Constant
• Goal achievement path: Known
• Strategy: Planning and implementing known solutions
• Control system: Cyclical monitoring of progress of activity
Experimental CIP • Assumed general conditions: Variable • Goal achievement path: Unknown • Strategy: Small steps, PDCA loops • Control system: Short-cyclical coaching to ensure learning process, compliance with improvement corridor
What are the 4 roles in KATA?
- Employee
- Coach
- Improver
- 2nd Coach
What are the characteristics of the KATA improvement process step in practice (routine 1 - 4)?
- Understanding the direction - Vision & challenge Derivation of targets with Hoshin Kanri from the North Star
- Seeing and understanding the actual state Visualization on KATA board (tool for the employee)
- Developing the target state Visualization on KATA board (tool for the employee)
- Joint definition of target state by employee & foreman
- Agreement on target state
- 4a) PDCA to target state, The employee works towards the target condition in small steps, and is coached by the foreman during this time
- 4b) Standardization & sustainability checking, Documentation of target condition as new current condition
- Reporting results in the form of KPI
The improvement KATA (routine 1–4) is a universal pattern for what?
making improvements
used jointly by the Improver (mentee) and the Coach.
The Improver (mentee) focuses on the practical/experimental implementation.
The coach focuses on the framework conditions and the entire process. For this he uses the Coaching KATA (routine 5). The coach is responsible for the results in the hierarchy.
What are the elements of Coaching KATA?
- Understanding the direction (Vision & challenge)
- Grasp the current condition
- Establish the target condition
- PDCA towards the target condition
What is Improvement KATA, Routine 1?
Understanding the direction
KATA challenges are derived from a superordinate corporate goal (Vision / North Star) by means of the goal development process (Hoshin Kanri).
What is the definition and goal of Improvement KATA, Routine 1: Understanding the direction?
The goal behind using the KATA routine is to increase the company’s competitiveness
in the long term. For this reason, the KATA challenges are derived from a superordinate
corporate goal (Vision / North Star) by means of the goal development process (Hoshin
Kanri).
The goals at the lowest level always refer to concrete value streams, and this means that
clear challenges and target conditions can be formulated.
What is the challenge of Improvement KATA, Routine 1: Understanding the direction?
The Challenge …
• … combines the corporate Vision / North Star with the operative business
• … is a convertible translation of the North Star
• … describes a goal for a value stream with a time horizon of ~2 years
• … is solution-free, measurable and tight described (1 sentence)
What is Improvement KATA, Routine 2?
Seeing & understanding the current condition
What is the definition and goal of Improvement KATA, Routine 2: Seeing & understanding the current condition?
The current condition describes the current process on the basis of observations and
analyses regarding process levels, process characteristics as well as process and result
KPIs.
It is the starting point for all improvement activities and must be understood in detail by
the coach and improver (mentee).
What is the current condition of Improvement KATA, Routine 2: Seeing & understanding the current condition?
The current condition …
• … displays a process in figures, data, facts
• … describes a process using up-to-date operational patterns
• … is measurable
• … is comprehensible
What are examples of Improvement KATA, Routine 2: Seeing & understanding the current condition?
- Customer cycle and line speed:
• Customer cycle
• Planned cycle time
• Number of shifts
• Variation - Process overview:
• Start and end points of the process
• Block diagram incl. WIP and fluctuations
• Where do stocks accumulate?
• Is the output of the line constant? (Cycle 1/2, shift 1/2) - Machine capacity:
• Do the machine capacities meet customer requirements?
• Machine capacity diagram
• What is the current maximum output? - process stability:
• 40-cycle-checks of the employees in the process
• Is the work sequence of the employees uniform & repeatable
for each cycle? - Correct number of employees (calculation)
What is the Improvement KATA, Routine 3?
Developing the target condition
What is the definition and goal of Improvement KATA, Routine 3: Developing the target condition?
The target condition describes, on the basis of drawings and solution-free features (figures,
data, facts), the pattern according to which a process is to be performed in an agreed time
span (generally 1 to 3 months) in order to achieve the desired result.
The target condition creates a common understanding of the target between the improver
and the coach.
• Obstacles become obvious when the target state is known and grasped.
• Therefore, goals are to be phrased clearly and without contradiction.
What is the target condition of Improvement KATA, Routine 3: Developing the target condition?
The target condition is ... • ... solvable • ... measurable • ... solution-free • ... without a known solution
What is Improvement KATA, Routine 4?
PDCA for the target condition
What is the definition and goal of Improvement KATA, Routine 4: PDCA for the target condition?
The path to the target condition can be unknown and must then be found, step by step, by
means of an experimental procedure. The required scientific procedure for this follows the
pattern of forming hypotheses, comparing these with the current result in an experiment,
and stabilizing/standardizing the things that work.
The steps in this procedure are summarized in the PDCA cycle
What is the PDCA cycle in Improvement KATA, Routine 4: PDCA for the target condition?
PDCA cycle:
• PLAN: Finding the problem, identifying the cause, forming the hypothesis
• DO: Performing an experiment to check the hypothesis
• CHECK: Comparing the hypothesis with the observed result (reflection)
• ACT: Documenting the result, and approaching the next obstacle via PDCA cycle if necessary
Obstacles can be reduced, eliminated or circumvented/skipped. Think about which option is
required / useful / efficient and worth the effort in your specific situation.
What is Coaching KATA, Routine 5?
To establish routine 1-4 and improve frame conditions
What is the definition and goal of Coaching KATA, Routine 5: To establish routine 1-4 and improve frame condition?
The coaching KATA describes the interaction between coach and improver (mentee) while
the improver is using the improvement KATA.
The routine has two main tasks:
1. The development of the employee (improver) so that he can improve his processes himself in accordance with a specific structure.
- Compliance with the improvement corridor:
The coach instructs the improver to think about the relevance of individual
obstacles / problems in the context of goal achievement and to assess options
for action (reduce/eliminate/circumvent). In this way he gives limitations and
orientation.
What should the Dialogue between Coach and Improver look like?
The team of coach and improver solve problems together. The coach leads
the dialogue with standardized coaching questions, guides the improver
methodically and creates conditions for learning. He wants to empathetically
promote / develop the improver and therefore takes on different roles.
Depending on their experience, they vary between comfort, learning and fear
zone.
Keep in mind:
The Coach focuses on the
development of the Improver.
What does the Coaching Card (Coaching questions for the Coach) look like?
- What is the target condition? Basic question
- What is the current condition? Results question
Reflection:
• What did you plan as your last
step?
• What result did you expect?
• What actually happened?
• What did you learn?
Reflection question - What obstacles do you think are
preventing you from reaching the
target condition?
• Which one are you addressing
now?
• What do you suspect the cause to
be?
Focusing question - What is your next step?
• (Next experiment)
• What result do you expect?
The next experiment - When can we go & see what we
have learned from taking that step?
The next coaching meeting
What is the PDCA sheet used for while coaching?
The PDCA sheet serves to document the coaching discussion. At each session the Improver (Mentee) fills in a new line in cooperation with the Coach.
What are the Roles of a KATA Coach?
Role1: The coach as leader
• In the start phase, the coach/mentee remain in their comfort zone
• Both of them know the path to the target condition
• The coach agrees on the next step towards the target condition in conversation with the mentee
Role 2: The coach as trainer
• The coach still knows the path to the target condition. The mentee is already in his learning zone
• The coach teaches the coachee to stay on the path towards the target condition
Role 3: The coach as coach
• The coach/mentee are in their learning zone
• Neither one of them knows the path to the target condition
• Coach guides the mentee to the target condition via PDCA loops and 5 coaching questions
Role1: The coach as leader includes what?
• In the start phase, the coach/mentee remain in their comfort
zone.
• Both of them know the path to the target condition.
• The coach agrees on the next step towards the target condition in
conversation with the mentee.
Role 2: The coach as trainer includes what?
• The coach still knows the path to the target condition. The mentee
is already in his learning zone.
• The coach teaches the coachee to stay on the path towards the
target condition.
Role 3: The coach as coach includes what?
• The coach/mentee are in their learning zone.
• Neither one of them knows the path to the target condition.
• Coach guides the mentee to the target condition via PDCA loops
and 5 coaching questions.
What should the Attitude of the coach be towards his Mentee?
If you basically don’t think much of your employee, you can’t coach him either!
Self-perception and external perception influence our behaviour & our effect on our counterpart.
With the right attitude you can be a good coach
Ideally you teach with your inner attitude that you’re also
learning. You are not at the top, but - just like everyone
else - on a (your) path. Ensure that your improver has
enough room for own experiments to find useful methods
and routes.
As a KATA coach you should ask yourself what type of questions?
How do you feel when you are doing coaching cycles with the mentee? And please: adjust yourself when you feel that you don’t have the empathetic attitude.
- Do you feel more important / venerable or even superior due to your role or hierarchy?
- Do you feel better and more capable than others due to your knowledge and experience?
- Do you feel as a part of a larger team working together to meet a challenge?
At least how many coaching cycles should you perform every day?
One
Schedule a regular coaching cycle for each learner at a fixed time each working day, i.e. one coach
often accompanies multiple improvers.
• Coaching cycles take about 10-20 minutes
• several coaching cycles per day
Fast PDCA cycles equals what?
Fast PDCA cycles = more learning
success!
What should you keep in mind at the Beginning of the coaching?
• Make sure you have a good first impression and greet each other with a handshake.
• It’s best to stand next to the mentee and not directly in front of them.
• First, explain the coaching method to the mentee so that they can understand what is
happening now.
What are some notes for the coach?
Try to understand the way the coachee thinks.
The coach is in an observing/questioning position.
• Tell the coachee what you are doing. This way you practice a pattern of behavior so that it becomes routine.
Many coachees practice with more interest and motivation when you know what they are doing and why.
• In the coaching cycle, use as much current facts and data as possible during the conversation.
Encourage the coachee to collect the necessary data before the coaching cycle and present it graphically.
• Also ask additional clarifying questions.
The five coaching questions form the basis for training the routine in the coaching cycle.
• You should be striving to see/touch what the Improver is talking about.
“Show me” and “Tell me more about…” are always useful
sentences.
During the coaching cycle, ask the improver to show you relevant and supportive documents and data.
• Allow the improver to make mistakes. Only then explain the - for you - more useful approach. An improver also needs to stumble across pitfalls to learn new skills.
• Please do not improvise before you reach an advanced level as a coach.
When you start coaching, ask the questions exactly as they appear on the five-question card.
What formula do you use to Express criticism constructively?
the PEW formula
What is the PEW formula?
Perception
Describe the situation and the negative behavior from your own perspective in concrete terms, e.g.
• “I’ve noticed that…”
• “I’ve observed that…”
Effect
Describe the effect on me. Express your own feelings, e.g.
• “… has this effect on me”
• “I have the feeling that…”
Wishes Put your own wishes and expectations in words, e.g. • "I wish..." • "I expect…" • "In my opinion, it is beneficial…"
When should a coach intervene?
• As a coach, you will lead the way in which the improver basically works.
You influence the improver’s thinking and behavior and accompany him in his experiments and the experience gained from them. Leave space and time for the improver to learn.
• The 5 Coaching Questions give you and the improver orientation on the way to routine. They help you to recognize the questions, how the improver thinks and approaches the situation. They do not serve to lead the
Improver to a particular solution.
• Listen to the improver and, if necessary, provide orientation and boundaries. Consider whether the activities offered by the improver are within the limits you consider useful. If necessary, correct and question
the usefulness with regard to the target state description.
• Acknowledge the improver. Share your findings. Rejoice in what you have achieved. Together with the improver, you shift your two knowledge boundaries. “We always learn when reality does not match our expectations!”
What is the advanced dialogue between Coach and Improver?
- What is the target condition?
- What is the current condition of your process?
Reflect on the findings of the last step: - What did you plan as your last step and what did you learn from it?
- What result did you expect?
- What actually happened?
- What values did you measure?
- What else did you learn?
- [Don’t forget to praise!] Thank you very much! Let us please (return to the
blackboard and) write down briefly what we have learned so that we do not forget anything. - What obstacles do you think are preventing you from reaching the target
condition? Which one are you addressing now? Be very specific when describing the problem.
A very detailed understanding of cause and
numerical, unwanted effect is crucial to
describe a meaningful, targeted next step!
Please do not jump to solutions! - What exactly is the problem (with/
why… [kw*])? Show me, please! - Can we briefly simulate the error/[kw]
now? - What should happen correctly (so that…
[kw] does not occur)? - Where can I see what should correctly
happen (with… [kw])? - What actually happens (with… [kw])?
- Why can this error/problem occur?
- Why is… [kw] a problem?
- What exactly is it you don’t know
(about… [kw])? - Which one obstacle are you going to
tackle next?
*kw = Insert key words of the mentee from
the last answer into the next question. Your
mentee will appreciate it very much if he
notices that you are listening attentively! - So what is your next step and what do
you expect to learn from it?
Let the hypothesis and experiment be
described very precisely.
The next step is always to test a refutable
hypothesis! - How exactly would you like to … [kw]?
Show me, please! - How exactly should your next step look
like? - And what do you expect to learn from
that? - How exactly do you want to check/
measure your expectation? - How exactly do you want to record your
measurement(s)? - Thank you very much! Please let us
(return to the blackboard and) write
everything down briefly so that we don’t
forget anything. - When can we go & see what we have
learned from taking that step?
Always take only one step next!
• What could you do today / by…
[Suggest time]?
What attitudes can a coach have towards his mentee?
external valuation – self-esteem • I'm OK – You're OK! external depreciation – self-esteem • I'm OK – You're not OK! external valuation – self-deprecation • I'm not OK – You're OK! external depreciation – self-deprecation • I'm not OK – You're not OK!
The task of the 2nd Coach is to what?
develop the Coach
What is the importance of the role of the 2nd Coach?
The coach practices the coaching KATA and therefore
needs someone with coaching experience to watch him regularly
performing coaching cycles and give him feedback (coaching the
coach).
This is the role of the second coach. The regular presence of an
experienced second coach is essential if you want to create managers
with the ability to provide effective coaching.
What are the 5 tasks of the 2nd coach?
- Monitoring progress towards meeting the challenge
- Controlling progress towards reaching the target conditions
- Developing the coachee’s skills
- Ensuring the frequency and duration of the coaching cycles
- Developing the coach’s coaching skills
How does KATA change leadership behavior from the manager’s point of view?
Through the application of the KATA (with increasing qualification
level), the management style is increasingly shifting from “thematic
guidance” to “thematic learning”.
The key here is that the manager practises being a coach in
“methodical guidance” (improvement and coaching kata)
Thematic Review is the process by which the quality of the student experience is reviewed in relation to a particular theme or aspect of student support, rather than an individual service or academic area.
Thematic learning (often synonym with thematic instruction) is an instructional method of teaching in which emphasis is given on choosing a specific theme for teaching one or many concepts . It is based on integrating various information and use it to demonstrate the topic.
“Kata Leadership” means what?
the type of leadership is more influenced
by thematic learning than by thematic
guidance.
What are the 3 coaching questions between coach and 2nd coach?
- What is your impression of the coaching cycle?
- What are you concentrating on for the next coaching cycle?
- What are my observations on the conversation?
What are the roles to the respective level of the Dreyfus model of skill acquisition?
Level 5
• Expert
Level 4
• Experienced practitioner
Level 3
• Practitioner
Level 2
• Advanced
Level 1
• Novice
Not part of the Dreyfus model of skill acquisition • Manager • Consultant • Teacher • Trainer • Employee
Introduction of KATA supports what?
change towards a Learning Organization
What is the initial state of KATA?
Initial State
Focus on employee development
In the introductory phase of KATA, the focus is on learning the
roles of Improver and Coach. The focus is on the manager practicing
methodical guidance as a coach.
• The knowledge will be transferred mainly TOP-DOWN.
• Managers and coaches teach KATA behaviours
What is the target state of KATA?
Target State
Focus on Development Processes
With increasing qualification level in the organization, the
knowledge increasingly is transferred BOTTOM-UP from the improver,
who carries out experiments and learns, to the manager (coach).
• The implementation of the improvement KATA at all levels of
the hierarchy becomes possible.
• Improvers teach process expertise to coaches and managers.
The Improvement KATA is a?
content-neutral routine used by people to develop the ability to learn scientifically. This routine
should be practiced intensively at the start to be understood and internalized.
What are the phases in the Phase Model for implementation of KATA in a large group?
Phase 1: qualification management
Phase 2: qualification master
Phase 3: qualification employee
The qualification at the process therefore begins in the role of the improver.
All qualification stages (improver, coach, 2nd coach) are gone through until the target qualification level has been achieved.
What is the definition of the Implementation Plan?
The Implementation Plan is a universal template for training and implementation of the improvement KATA. Time investment is variable, depending on the role and implementation phase.
The phase model serves as?
serves to prepare several people in a larger specialist area for the various KATA roles and to start implementing them.
What are some question techniques for the coach?
With open questions, the coachee is encouraged to analyse problems independently and develop solutions:
• Open questions trigger creative processes
• The mentee develops himself
• The mentee takes responsibility for the search for solutions
• Resistances are avoided, which can easily occur with given solutions
Keep in mind:
• Ask only one question at a time.
• Phrase your questions briefly and concisely.
• Avoid suggestive questions!
Example: “Surely you don’t mind working overtime
from time to time?”
• Give the mentee time to think!
Don’t answer your question yourself too quickly!
• Listen actively to your counterpart!
What are the different styles of questions?
1) Clarification question
2) Circular question
3) Exception question
4) Question about the solution /
improvement question
5) Resource-oriented question
What is the clarification question?
1) Clarification question The function of clarification questions is to deal with starting points that have been found in greater depth and more precision Sample questions: • "What one obstacle do you want to tackle now?" • "What exactly do you want to do now?" • "Where do you have opportunities to create and make changes yourself?"
What is the circular question?
The goal of circular questions is to encourage
the coachee to change his point of view and
also to clarify that points of view, feelings,
evaluations are rarely objective, but are always
in the eye of the beholder.
Sample questions:
• “How would your employee evaluate this
problem/obstacle in the process?”
• “How would the adjacent area evaluate
your proposed solution?”
What is the exception question?
Exception questions make it clear that contextrelated differences arise. Sample questions: • "What was different here?" • "Who did something differently here, and how?" • "Who should do something so that this happens frequently?" • "What should we do to generate this fault?"
What is the solution/improvement question?
This question guides the coachee's attention to those things that can help solve the problem. Sample questions: • "What concrete points show you that your obstacle has been overcome?" • "Assuming you have already overcome your obstacle, what would then be different in the process?"
What is the resource-oriented question?
Resource questions focus on the coachee’s
current skills that can be used to solve
the problem. They focus his/her attention
to internal (e.g. skills, areas of expertise)
and external resources (e.g. organizational
network).
Sample questions:
• “Who could help you with this next
step?”
What are Questions about opening the solution space?
Opening questions:
• How do you see the current situation / the current process?
• What do you notice?
Further questions:
• What could be relevant/important?
• What further alternatives do you see?
• What would happen if …?
Comprehension questions / transparency questions:
• What aspects / influencing factors are still in existence?
• Do we understand the real cause?
Summarizing questions:
• Which of the paths/features/experiments we talked about seems
to be most relevant?
• What are our next steps for action?
How do you Giving feedback based on the sandwich principle?
With the “sandwich principle” you can express objective criticism without hurting the other person.
Feedback is a “gift” – it is designed to help the recipient to further develop.
- Start off with positive feedback
- Offer negative criticism in accordance with the PEW formula as an “I-message”
- End the criticism on a positive note and create an outlook for the future
What is receiving feedback with the JOHARI window?
The effect of me as a person / of my behavior is known to me or known to others and not known to me and not know to others
