We finally have a training Thread and it has sat here for a few weeks almost empty. Lets start the ball rolling.

What do you teach your employees?
Do you have separate packages for Management?


I teach an induction course which contains a very basic overview of our system. A more detailed description of our Document system (Where, How and Why) and Change Mechanisms (Corrective Actions and CI Suggestions), A discussion on Quality and what it means to them and the company, Contamination and Non Conformance issues and a basic understanding of Auditing (what I expect from them and what they should expect from me - honesty, openess etc)
I have a CI lesson for Managers/Supervisors and I periodically present lessons on Quality Awareness to the front line troops.
I have a lesson called 'Apes and Culture' which is on this site somewhere that deals with culture and change.

Greg B

Since I work for a training/consulting organization, I teach all kinds of subjects. But I assume you are talking about training for organizations either working towards ISO 9001 or with already established systems.

Here are typical kinds of training I might do for a consulting client starting with no established quality system:
· ISO 9001 "executive overview" for top management. Includes just enough info for them to know what ISO 9001 is and what they are committing to do.
· 5-day lead auditor training for the management rep or person who will manage the interenal audit program. They become "the expert" on the standard and onsite go-to person.
· 3-day internal auditor training for all internal auditors. Similar to above. Prepares them to be internal auditors.
· Various other subjects to appropriate personnel, such as CAPA, document control, FMEA, writing effective documents, supplier management, etc.
· 1~2 hour ISO/QMS overview training for the masses. Includes just the info they need to know. Usually this is done just prior to the first internal audit, and includes information about what to expect in an audit.

Well, that's just off the top of my head. Really, the training provided is going to vary a lot depending on the size of the organization, experience level of the people, and how much hand-holding they want or need. I'm interested to hear what other people have to say...

My 'mains':
<center><a href="/8D_Guide_Sample/8-D_Guide_Web.htm" target="blank"><font color="#660066" face="Comic Sans MS" size="-2">8-D</font></a> | <a href="/APQP_Guide_Sample/APQP_Guide_Web.htm" target="blank"><font color="#660066" face="Comic Sans MS" size="-2">APQP</font></a> | <a href="/Audit_Guide_Sample/Audit_Guide_Web.htm" target="blank"><font color="#660066" face="Comic Sans MS" size="-2">Audit</font></a> | <a href="/FMEA_Guide_Sample/FMEA_Guide_Web.htm" target="blank"><font color="#660066" face="Comic Sans MS" size="-2">FMEA</font></a> | <a href="/Imp_Guide_Sample/Implementation_Web.htm" target="blank"><font color="#660066" face="Comic Sans MS" size="-2">QMS Implementation</font></a></center>

I also work for a consulting/training organization. I teach anything related to ISO/TS registration (including 14001). This includes internal auditor, quality tools, identifying aspects, disciplined problem solving, even some lean manufacturing stuff.

Internal auditing is my favorite. It takes a lot out of me though. After three days, I am exhausted! I especially enjoy it when "the lights come on".

In certain ways I would rather teach, than consult. Perhaps it is related to "those who can't do...teach." :bonk:

We have an internal Lean Enterprise Class that we go through, mainly for new hires but we update it and all go through it again. We cover topics from company history to Global Competitiveness. My portion to teach is QOS methodology, QS/ISO, Problem Solving and analysis, FMEAs and Control Plans, A3 Report Writing and Organizational Culture.
Overall the supervisory course is about 36 hours long (annual updates) and the orientation course is around 18 hours.

There are several training avenues to be pursued within my organization, but I cover the broader based subjects. Training modules have been developed by several departments and are taught to people (new or those who require refresher training) by people who do the jobs.

My own list, however, includes the following:

Introduction to ISO 9001:2000 and Company XYZ
The Business Management System and You - tailored for each position within the company, depending upon their link to each (sub) clause.
ISO 9001:2000 and Sales - Combines the first two into one presentation, focusing on our two external Sales offices.
Individual training modules for the Clauses - shown to Management during our Transition phase
ISO 9001:2000 Internal Auditor - 3 day course
ISO 9001:2000 Refresher Internal Auditor - 1 day course
Document Author course - 1 day course
Process Mapping - 1 day course
Records List Management - 1/2 day course
Customer Complaints System - 1/2 day course
Using Visio - 1/2 day course
NCR/OFI System - 1/2 day course


I think I'm missing a few but I can't locate my index of QA Training Modules.

It is on my timeline (2003/2004) of CI projects to develop several more QA TM's in areas such as:


FMEA
5S
Six Sigma
Teamwork
PDCA
Etc.

There are several training avenues to be pursued within my organization, but I cover the broader based subjects. Training modules have been developed by several departments and are taught to people (new or those who require refresher training) by people who do the jobs.

My own list, however, includes the following:

Introduction to ISO 9001:2000 and Company XYZ
The Business Management System and You - tailored for each position within the company, depending upon their link to each (sub) clause.
ISO 9001:2000 and Sales - Combines the first two into one presentation, focusing on our two external Sales offices.
Individual training modules for the Clauses - shown to Management during our Transition phase
ISO 9001:2000 Internal Auditor - 3 day course
ISO 9001:2000 Refresher Internal Auditor - 1 day course
Document Author course - 1 day course
Process Mapping - 1 day course
Records List Management - 1/2 day course
Customer Complaints System - 1/2 day course
Using Visio - 1/2 day course
NCR/OFI System - 1/2 day course


I think I'm missing a few but I can't locate my index of QA Training Modules.

It is on my timeline (2003/2004) of CI projects to develop several more QA TM's in areas such as:


FMEA
5S
Six Sigma
Teamwork
PDCA
Etc.


RcB
Very detailed. This was what I was looking for. I'd like to teach most of these tiltes but unfortunately I have to compete with Safety, Environment, Personal Development and Production Training. That does not leave a lot of resources (people and hours) for me. I have a lot of lessons for these titles (PDCA, Teamwork, Proces Mapping etc) but they will probably never see the light of day. I have, however, been toying with an idea that Claes suggested in another thread and that is placing them on the intranet (they are all in powerpoint) so that those that need to review them can (I don't know if they will though).
Do you teach in modules on a rotation basis or block training several topics over a two or three day period?
I am a one man show (reduced from three) and it is increasingly difficult to find the time to train other than large blocks when I can get the personnel.

Thanks for responding. :bigwave:

Greg B

I do contract training for BSI...and 1 or 2 others occasionally.

The only things I presently DO NOT teach are the Medical Device and network/system Security course subjects

We have an internal Lean Enterprise Class that we go through, mainly for new hires but we update it and all go through it again. We cover topics from company history to Global Competitiveness. My portion to teach is QOS methodology, QS/ISO, Problem Solving and analysis, FMEAs and Control Plans, A3 Report Writing and Organizational Culture.
Overall the supervisory course is about 36 hours long (annual updates) and the orientation course is around 18 hours.

Randy,
I'd like to have refresher training. We used to... but since the company has been downsized it is getting harder. My induction used to be 6 hours and now it is a meager 1.5 hours. It is difficult to teach NCR and the document system in this time. Recently, I started getting a few hours with the line supervisors/managers once a year (during their supervisory refresher) and that lets me correct a few errant ways. It is more like fighting spot fires. I coupled the problem solving with safety and environement (separate departments) as we (finally) agreed on a method to Solve problems and carry out investigations.
Thanks for the input. :)
Greg B

I hadn't noticed that this thread was here...I will have to check it more frequently, since this is an interesting topic.

I teach/have taught both on the job and at the local community college:

1. TQM concepts and tools
2. Internal Auditor training
3. Intro to ISO 9000
4. Quality in Customer Service
5. Quality in Sales
6. Personality Typing
7. Business Process Management
8. Team Building
9. Goal Setting

This is the part of the job that is fun.

WOW! :eek:

I wish I had 1/2 of the training some of you are able to teach. I'm just real lucky the cove is here to teach the things one at a time as I need them. :bigwave:

I've got a long road ahead of me if I'm actually staying in this "quality field".

But working for a very small company, obviously resources and time is limited. *shrug*

WOW! :eek:

I wish I had 1/2 of the training some of you are able to teach. I'm just real lucky the cove is here to teach the things one at a time as I need them. :bigwave:

I've got a long road ahead of me if I'm actually staying in this "quality field".

But working for a very small company, obviously resources and time is limited. *shrug*

Bob, check out two local sources that have been a big help to me over the years, one is your local ASQ section (it's great for making contacts with other local companies who can and do act as sounding boards and sob sisters ;) ) and the other is your local community college. The community colleges often have business outreach programs and classes in topics that are helpful.

Hang in there! Most of us have been where you are, because not many of us started out intending to be in the quality field!

RcB
Very detailed. This was what I was looking for. I'd like to teach most of these tiltes but unfortunately I have to compete with Safety, Environment, Personal Development and Production Training. That does not leave a lot of resources (people and hours) for me. I have a lot of lessons for these titles (PDCA, Teamwork, Proces Mapping etc) but they will probably never see the light of day. I have, however, been toying with an idea that Claes suggested in another thread and that is placing them on the intranet (they are all in powerpoint) so that those that need to review them can (I don't know if they will though).
Do you teach in modules on a rotation basis or block training several topics over a two or three day period?
I am a one man show (reduced from three) and it is increasingly difficult to find the time to train other than large blocks when I can get the personnel.

Thanks for responding.

Greg B

I'm a one lady (hah!) show, reduced from two...can totally understand your situation, Greg!

If I were to teach/train my subjects when I felt like it, it would never get done because of resources and production. That is why our training programme at my company is very structured...for new and transferred employees. There are time constraints for training to be completed and if 'overdue' it is brought to management's attention.

Training plans indicate which modules of mine the person is to receive and HR coordinates the training for me (schedule, booking the training room, informing the supervisor, etc.).

What this means is that training is scheduled depending on the individual's position. I have no desire to overwhelm him/her and in some cases, they may not need to use the subject material for a year, so the training is delayed until necessary. Example, my Internal Auditors. I currently have 16 auditors. Two people started recently who are in positions where being an Internal Auditor is mandatory. I do not need their services for at least a year, so they will be trained as the time approaches when their services will be required. No point in training them now and have them forget everything, only to have to retrain them in another year.

I do like the idea of the Intranet. Our Brasilian plants have "libraries" onsite, where trainees show up, "sign out" a module and go through at their own pace. We are looking at developing something similar and nicknamed the "Jukebox" - but first off we need to get an idea of all the training modules that have been developed by all departments. Easier said than done!

Corrective Action
Preventive Action
Problem Solving
How to Run an Effective Meeting
Process Variables and Defect Analysis
Statistical Process Control
Gauge & Dimensional Metrology
DOE / Hi-Lo Experiments
SMART Goals & Objectives
Conducting and Effective Peformance Review
Learn to Play Well Together (Team Building)

:cool:

SPC - Internally, and once at local technical College
EI Team problem solving
Quality Systems-Key communication tools
Internal Audits

A good thread, Teaching is a difficult job which involves dedication.

what do we have to Teach ?
The paradigms are?

Tactics :Tactical approach to decision making & leadership
Elements of subject
Attitude of quality and uprighteousness
Criteria of evaluation for corrective and preventive action
Honing personal skills

To what extent are these important? and what else is important?

pthareja

Hi All,

Just checking on this thread. It started with a bang and lots of great input and then dried up really quickly. Does anyone want to expand on some of their favourite topics?

What do you do for incentives or to add to your classes? (admit it! quality can be boring). What style of slides do you use? What training aids (OHP, Powerpoint, Flipcharts)? Do you have any favourite videos? Have you tried making your own videos? Do you use the intranet (I think Claes does)?

You show me yours and I'll show you mine :eek:

Greg B

Hi All,

Just checking on this thread. It started with a bang and lots of great input and then dried up really quickly. Does anyone want to expand on some of their favourite topics?

What do you do for incentives or to add to your classes? (admit it! quality can be boring). What style of slides do you use? What training aids (OHP, Powerpoint, Flipcharts)? Do you have any favourite videos? Have you tried making your own videos? Do you use the intranet (I think Claes does)?

You show me yours and I'll show you mine :eek:

Greg B

In addition to mandatory monthly Safety Topics for everyone, Corporate driven, and tons of ISO related presentations, I found the majority of employees just "put up with it" and cannot wait to go back to work. Except those that took the training sessions as an excuse to get out of work. :vfunny: The best one was when I was asked (by the CEO) to put together a 1/2 hour presentation on the history/benefits of obtaining ISO Registration. I had lots of help here in the Cove with Powerpoint stuff. The session was for visitors from other divisions of the company and a few Customers in town for a round of golf. :rolleyes: Ten minutes into the show, I saw the CEO nodding off. His head was like a bobblehead doll. Eventually, his chin rested on his tie and I knew it was time to wrap it up. People were talking amongst themselves and they did not want to be there. The only people who feel good about training are the trainers. :p

I prefer to create transparencies of hundreds of hand typed instructional documents in 12 font and then read them in a monotone word for word for several hours straight in an unventilated room with no refreshments to more people (sitting on wooden folding chairs) than the room can hold :vfunny:

I'm not involved in training with my present company, but at my last place of employment we had an interactive CD for SPC training that I really thought was done well. It can be placed on the intranet and it will track each employee's usage. Advantages: it can be utilized when employee has free time, and a trainer need not be present.
I'm sure there are many others like this, but this is the site for the SPC CD http://www.qmproducts.com/spc.shtml that I'm familiar with.

Sue

I use a combination of the Intranet and Powerpoint to ensure that the training materials are consistent no matter who instructs the class. The powerpoint files are created per position/department and are linked to the active documents so that if the document changes, the presentation is automatically updated.

I prefer to create transparencies of hundreds of hand typed instructional documents in 12 font and then read them in a monotone word for word for several hours straight in an unventilated room with no refreshments to more people (sitting on wooden folding chairs) than the room can hold :vfunny:

Sign me up! :biglaugh: I could use a nice long nap.

I prefer to create transparencies of hundreds of hand typed instructional documents in 12 font and then read them in a monotone word for word for several hours straight in an unventilated room with no refreshments to more people (sitting on wooden folding chairs) than the room can hold :vfunny:

We acquired some Safety Training VHS tapes from our Insurance Company's library. Contrary to the rules, I copied one and inserted scenes from the Terminator, every so often. That woke them up. The good shooting scenes like the one where the dogs start barking and the Cyborgs kicked in the door and entered firing those electric gatling guns. Startled them out of their seats. Of course, I cranked up the sound. Even got a round of applause after the training and praise for being crazy. But, that was a laid back company and there were no objections. They realized I had a tough crew to work with. ;)

...Even got a round of applause after the training and praise for being crazy. But, that was a laid back company and there were no objections. They realized I had a tough crew to work with. ;)

That's a good point e - ya gotta know your audience!

That's a good point e - ya gotta know your audience!Good point, Cari! If you are presenting, say, poka yoke training to management you should throw in a lot of $ signs for savings. I came back from a 3 day presentation on Goldratt's Theory of Constraints. Management loved the powerpoint with demonstrations and examples of $ saved. I presented the same summary to 25 production assemblers by using popsicle sticks as production items and dice to simulate daily production numbers. A large stack of $1 bills were placed strategically at the head of the table, with no explanation (they knew). After the various bottlenecks and how to recover from them were presented, we gave them a final bottleneck problem, let them know that the team would get $1 for every stick shipped, gave them a few minutes to pick the best method from those presented to cope with the problem given, and turned them loose. Every single team picked the right strategy! It cost us $250 and everyone got $10 and an education in TOC that they remember.

I have recently been approved to provided RAB accreditied ISO 9001:2000 Lead Auditor courses as well as the other in my current bag of tricks.

I'll never be home now!!

I have recently been approved to provided RAB accreditied ISO 9001:2000 Lead Auditor courses as well as the other in my current bag of tricks.

I'll never be home now!!

Does the RAB come in and evaulatue while you instruct, or do you just present your written course materials to them for approval?

We utilize a pretty nifty (and absurdly cheap - NO, I don't work for the company!) piece of software called "Exam Manager," which lets us write multiple choice tests for whatever we want. We write exams for all of our procedures, and for our control plans, fmeas, and even new this year an exam to get a baseline measurement for that tricky "employee motivation/awareness" thingee. The first year we did this testing we tested ALL employees - and after that we test 1/2 the plant a year. It's a good way to force everyone to read their procedures/control plans and answer questions about them - we word the tests in such a way that if you sit down to take it and think you're just going to "wing it" without reading the document you'll flunk. You have to take the tests until you achieve an "A" score.

We schedule the testing during the time of the year that is traditionally the slowest, so it interferes with production the least. We give folks about a month to complete the testing - allows them to sit down at a computer terminal at their leisure to take their "assigned" tests. The assignments are made based on their job - ie: a slitter operator might take a test on his Control Plan and FMEA, and the Procedures on Measuring Devices, Non-Conforming Material, and Packaging/Storage, as well as the Employee motivation survey. But one of the members of my MRT might have to take a test on Internal Audits, Continuous Improvement, etc. It's specific to what the individual does.

We've found this MUCH preferable to convening "classes," especially since we work rotating shifts and the only way to really catch everyone is at the crack of dawn, when the shifts change - and imagine the motivation level for anyone to even PAY ATTENTION in those classes!

We do also do a quick overview of QS/TS with new employees.

I just finished a training on Internal Audits and Corrective/Preventive Actions (just the procedures and forms) and man is this stuff boring. Any ideas on how to liven it up a little for the guys that are sitting through it?

I just finished a training on Internal Audits and Corrective/Preventive Actions (just the procedures and forms) and man is this stuff boring. Any ideas on how to liven it up a little for the guys that are sitting through it?

A couple of thoughts. First, take some real, but unusual auditing nonconformances. Second, find some that are real hot buttons! Make the examples fun or important.

A couple of thoughts. First, take some real, but unusual auditing nonconformances. Second, find some that are real hot buttons! Make the examples fun or important.

Oh yeah! Case studies, especially if taken from your industry or company, make for some great discussions!

I have one exercise where I ask the group what they would do next in certain situations.

Apparently, due to the tone I used of the "auditee's response" in the case study, one person said he would stop the audit then and there due to the auditee's poor attitude and rudeness. Made for an interesting discussion!

The great thing about the exercises and case studies is that if you don't put in all of the information, you show people how they assume many things. If it's not in the case study (i.e., the case study is incomplete), how can they write up a nonconformance about it? I try to stress that an auditor doesn't just walk around with a pen and blank nonconformance forms. They need to follow leads, be excellent at critical thinking. The case studies and exercises allow for group interaction and allow the people to test these skills.

Does the RAB come in and evaulatue while you instruct, or do you just present your written course materials to them for approval?

I'm actually doing this for an accredited course provider.

I have been audited by the RAB during the delivery of an accredited course though. It was a pleasant though intense experience.

Teaching interactively giving some 'close to life sharing experiences is my forte in chalk and talk'. I use lot of powerpoint presentations with custom animations. sometimes use gif's.

To check the (mentally) sleeping todes, I would sometimes say contrary things. A disapproval on many faces would separate the mules from horses. A gimmick every 20 -25 minutes is orderly to shake the minds off from monotony.
Sometimes I do use contrary approach to build in concepts.

Any way, I am learning a great deal from the experiences being shared here ; " how do you teach"

pthareja

Oh yeah! Case studies, especially if taken from your industry or company, make for some great discussions!


A Quality Manager from a prominent electrical device company once took me to visit the soldering area where they manufactured circuit board assemblies. We had some problems with cold solder joints. I asked an employee if they knew what a cold solder joint was. Knowing I was the Customer Rep, she told us, "I told you guys that it was too cold in here. I've been complaining about it for years. They keep opening that window." I swear. I thanked her and we moved on. :vfunny: After a moment of silence, as we both absorbed this latest revelation, I looked at him as he stared at the floor shaking his head. He said, "I guess a little refresher training is in order." One would think so. :bonk:

A Quality Manager from a prominent electrical device company once took me to visit the soldering area where they manufactured circuit board assemblies. We had some problems with cold solder joints. I asked an employee if they knew what a cold solder joint was. Knowing I was the Customer Rep, she told us, "I told you guys that it was too cold in here. I've been complaining about it for years. They keep opening that window." I swear. I thanked her and we moved on. :vfunny: After a moment of silence, as we both absorbed this latest revelation, I looked at him as he stared at the floor shaking his head. He said, "I guess a little refresher training is in order." One would think so. :bonk:

:topic: You know, just thinking out loud for a moment (Is that really possible using this medium? ;) ), if a cold draft was allowed to pass across areas that are being soldered where pre-defined solder tip temps (or solder bath temps) have been set (based on no draft), it really could contribute to an increased number of cold solder joints. Or am I totally off base?

:topic: You know, just thinking out loud for a moment (Is that really possible using this medium? ;) ), if a cold draft was allowed to pass across areas that are being soldered where pre-defined solder tip temps (or solder bath temps) have been set (based on no draft), it really could contribute to an increased number of cold solder joints. Or am I totally off base?

:topic: Basically, I was inquiring if the operator knew what a cold solder joint looked like. We were seeing it. The area was not cold. This operator was the senior employee and did not have a clue of what I was asking. The cold solder joint has a hazy, dull appearance. What contributes to it, I'll leave it to the experts, I believe is not allowing enough time for the point of attachment to heat up before applying the solder. Like you, I'm guessing. When I posted the funny, I had that slight foreboding that she may have been on to something. But, when the Q Manager was relaying her reply to the two QA Engineers that reported to him, their response was the same as his. Disbelief. Let's do a Google Search of cold solder joints and see if an open window could produce that N/C. One should at least know after zillions of good solder joints, when something doesn't look right and leave it up to the Customer to report it.
Here's another one: I was passing by a fellow employee and observed that he was having a hard time cutting a piece of pipe with a hacksaw. I said, "You have the blade in backwards." I watched him and finally saw the tooth direction. His response? "Steel is steel". :vfunny:

:topic: ;) :topic: You know, just thinking out loud for a moment (Is that really possible using this medium? ;) ), if a cold draft was allowed to pass across areas that are being soldered where pre-defined solder tip temps (or solder bath temps) have been set (based on no draft), it really could contribute to an increased number of cold solder joints. Or am I totally off base?

A cold joint is a joint in which the solder does not make good contact with the component lead or printed circuit board pad. Cold joints occur when the component lead or solder pad moves before the solder is completely cooled. Cold joints make a really bad electrical connection and can prevent your circuit from working.

Cold joints can be recognized by a characteristic grainy, dull gray colour, and can be easily fixed. This is done by first removing the old solder with a desoldering tool or simply by heating it up and flicking it off with the iron. Once the old solder is off, you can resolder the joint, making sure to keep it still as it cools.

But, before you can fix it, you have to recognize it and, more importantly, you have to close the window! :vfunny:

Perhaps a bit juvenile, but it worked for me. I told them they would be tested on the material after the presentation. Sometimes I even gave them the "quiz" ahead of time so they could listen for the correct answers. It kept them awake and alert. I'd evaluate the quiz and return it. Side benefit: If there was a consistently wrong answer, I was made aware of the inadequacy of my teaching method!

I sometimes used this method when I taught school as well - seems to work - at least when training the general laborer.

Sue

Since I work for a training/consulting organization, I teach all kinds of subjects. But I assume you are talking about training for organizations either working towards ISO 9001 or with already established systems.

Here are typical kinds of training I might do for a consulting client starting with no established quality system:
· ISO 9001 "executive overview" for top management. Includes just enough info for them to know what ISO 9001 is and what they are committing to do.
· 5-day lead auditor training for the management rep or person who will manage the interenal audit program. They become "the expert" on the standard and onsite go-to person.
· 3-day internal auditor training for all internal auditors. Similar to above. Prepares them to be internal auditors.
· Various other subjects to appropriate personnel, such as CAPA, document control, FMEA, writing effective documents, supplier management, etc.
· 1~2 hour ISO/QMS overview training for the masses. Includes just the info they need to know. Usually this is done just prior to the first internal audit, and includes information about what to expect in an audit.

Well, that's just off the top of my head. Really, the training provided is going to vary a lot depending on the size of the organization, experience level of the people, and how much hand-holding they want or need. I'm interested to hear what other people have to say...

Howste,
I am the QS Coordinator at my plant. I have not been with the company for very long.
I am not sure how to go about doing an executive overview. I think I am the one that will have to do it, even though I am not the TS expert.
My nerves are a little racked thinking about confronting all of these top execs. and tell them the new requirements for TS and ways to fulfill them. I'm not too sure how well that will turn out.
Anyone have any suggestions that might be helpful in doing this?

Thank You

Howste,
I am the QS Coordinator at my plant. I have not been with the company for very long.
I am not sure how to go about doing an executive overview. I think I am the one that will have to do it, even though I am not the TS expert.
My nerves are a little racked thinking about confronting all of these top execs. and tell them the new requirements for TS and ways to fulfill them. I'm not too sure how well that will turn out.
Anyone have any suggestions that might be helpful in doing this?

Thank You

Part of the problem might be the perception of lack of expertise on your part. I've noticed that quite often the "local" person is considered not to be an expert. Management want's to hear it from someone they think is knowlegable. One way is to involve others. Your registrar might have a presentation available. Also, there are many organizations that offer one-day overviews that are relatively inexpensive. There are even those that are free, although they will have a "sales pitch" associated with them.

The bottom line is you must get the top guns involved, or you will go nuts. Ask energy!

I agree with db. It's easier for someone like me to come in and tell them what they need to do because they don't see me every day. The fact that you haven't been with the company for very long may be to your advantage, since they don't know what you don't know. Even if you don't feel completely comfortable with your experience level, they may be fine with it if you present it well. Of course you can always have me or db come and do it for you. ;)

When I do an executive overview, I usually cover the principles the standard is based on, and focus on the benefits of the requirements. I cover the requirements at a high enough level to show how the different requirements work together to benefit the business, without getting stuck in the details. They don't need to know every detail - they usually prefer to know "how does it affect me" and just enough above that to make informed decisions.

When I do an executive overview, I usually cover the principles the standard is based on, and focus on the benefits of the requirements. I cover the requirements at a high enough level to show how the different requirements work together to benefit the business, without getting stuck in the details. They don't need to know every detail - they usually prefer to know "how does it affect me" and just enough above that to make informed decisions.


The bottom line is you must get the top guns involved, or you will go nuts. Ask energy!

Our consultant had the CEO's undivided attention and solemn promise to stay involved. Nobody can tell someone who doesn't have a clue and pretends how to run a company. As superb as your talents are, of which I have no doubt, you would have said, "Bail, energy. Bail, now!" His Daddy gave him a toy and he will play with it until it breaks. The kiss of death for me was when it was time to pay the first installment to the selected Registrar. Never had a clue. Bye Bye and Merry X-mas. Yup, a year ago, 12/4/02. :bonk: ;)

Howste,
I am the QS Coordinator at my plant. I have not been with the company for very long.
I am not sure how to go about doing an executive overview. I think I am the one that will have to do it, even though I am not the TS expert.
My nerves are a little racked thinking about confronting all of these top execs. and tell them the new requirements for TS and ways to fulfill them. I'm not too sure how well that will turn out.
Anyone have any suggestions that might be helpful in doing this?

Thank You

Sandy,

Above all keep in mind that most "top execs" are ordinary Joes that have a job to do. As the old saying goes "they put their pants on one leg at a time, just like the rest of us". Don't let their position concern you - you are the "expert" that they are counting on to educate them on what is necessary to meet these requirements.

Then present the requirements by accentuating the benefits of the controls that are to be implemented (reduced process variation resulting in reduced cost from scrap, rework, etc.; increased customer satisfaction resulting in increased business; etc.; etc.).

Concentrate on the "possible" impacts to the bottom line (i.e. speak in monetary terms - their language).

DO NOT approach them with changes that are to be made just to meet the requirements, always illustrate some form of possible monetary benefit that can result from the change (even something as simple as: Documenting what we're doing and how we do it, enables "new hires" to become productive at a faster pace by providing them with some general directions for performing their jobs.).

Keep in mind that your job is to think about compliance and improvements, their job is to concentrate on the bottom line and improving profits - speak their language. :bigwave:

Now we return to our topic of discussion.... ;)
One of the fun features here in the Cove is how we can go off on some tangent at the drop of a hat..or soldered joint being cold :vfunny:

Back to teaching...Starting in Janurary I'm adding IRCA accredited OHSAS 18001 Lead Auditor training to my bag of tricks. I'm giving my 1st un-assisted course in Toronto in Feb 2004.

Our consultant had the CEO's undivided attention and solemn promise to stay involved. Nobody can tell someone who doesn't have a clue and pretends how to run a company.

This is a good point, energy (as usual). I often point out that in 5.1 a), the word "communicating" is more than language. You also communicate with your feet (a much more reliable source than the mouth).


Now we return to our topic of discussion.... ;)
One of the fun features here in the Cove is how we can go off on some tangent at the drop of a hat..or soldered joint being cold :vfunny:

Back to teaching...

Sorry :o

Oh, now I'm really upset Dave :vfunny:

Merry Christmas!!! Have a great day with your family celebrating our saviors birth.

Oh, now I'm really upset Dave :vfunny:

Merry Christmas!!! Have a great day with your family celebrating our saviors birth.

Randy,

Lord knows that I don't want to get someone that looks as "hungry" as you do in your avatar upset at me. :eek:

You and yours have a very merry Christmas, and may God richly bless in the coming year. :bigwave:

Now we return to our topic of discussion.... ;)
One of the fun features here in the Cove is how we can go off on some tangent at the drop of a hat..or soldered joint being cold :vfunny:

Back to teaching...Starting in Janurary I'm adding IRCA accredited OHSAS 18001 Lead Auditor training to my bag of tricks. I'm giving my 1st un-assisted course in Toronto in Feb 2004.

http://elsmar.com/Forums/showpost.php?p=66482&postcount=26

This is when the thread de-railed from the original post. It wasn't about training auditors. :vfunny: It was about you. :vfunny: