Supervisor Development

Job Instruction, Job Relations, Job MethodsSupervisor Development

supervisor with group


Supervisor Development uses a dynamic program of hands-on learning and practice, teaching essential skills for supervisors, team leaders, and anyone who directs the work of others. This training is an essential element of Lean and continuous improvement programs around the world including the Toyota Production System.

Supervisor Development is divided into three (3) modules:    3 Leg Stool illustration




Teaches supervisors how to quickly train employees to do a job correctly, safely and conscientiously

Job Instruction (JI) training is designed to develop basic stability of your processes (standard work). This program teaches the method to instruct an operator how to perform a job correctly, safely and conscientiously. As is frequently the case, most processes are performed by various workers using different methods. Job Instruction training requires you identify the “one best way,” teach the process to this one way, and thereby create a standard method. The basis of stability is generated by doing the same thing the same way across operators and shifts. By utilizing Job Instruction you gain the benefits of consistent training and also develop a stable process to apply continuous improvement upon.

Teaches supervisors how to continuously improve the way jobs are done

Job Methods (JM) focuses on your continuous improvement program by building on the skills of the operators and first line leaders (team leaders, supervisors, group leaders). The aim of the program is to produce greater quantities of quality products in less time by making the best use of the people, machines and material currently available. Participants are taught how to break down jobs into their constituent operations. Every detail is questioned in a systematic manner to generate ideas for improvement. New methods are developed by eliminating, combining, rearranging, and simplifying steps in the process

Teaches supervisors how to evaluate and take proper actions to handle and to prevent people problems 

Job Relations (JR) teaches how positive employee relations can be use as the foundation to your employee relationships. In JR you learn how to judge good situations and to develop and maintain good relations with your employees. You also learn how to recognize problem situations, how to handle them and how to prevent them from occurring. By exchanging experiences and practicing the method during the training, supervisors practice making the right choice to take action and to follow up. This aims to strengthen their relationship with the employees.

Learning Objectives

4-Step Learning Process
Job Instruction Job Methods Job Relations PDCA Cycle Scientific Method
Preparation Prepare the Worker Breakdown the Job Get the Facts Plan - Observe data and reality; decide on a problem; define it Observation & Description
Presentation Present the Operation Question Every Detail Weigh & Decide Do - Analyze the problem; propose a countermeasure Formulation of a Hypothesis
Application Try Out Performance Develop New Method Take Action Check - Try the countermeasure; check the results Use the Hypothesis to make Predictions
Testing Follow Up Apply New Method Check Results Act - if successful, standardize the change; if not, start the cycle over Test the Predictions by Experiments

Delivery Method:

Lecture/Group participation on-site at the client manufacturing facility over a 2-day period per module.

Customer Success Stories

Hexagon - 2023 | Consistent Job Instruction Leads to Growth

Learning Outcomes

Discover proven methods to:

  • Generate cooperation and positive employee relations
  • Teach supervisors how to quickly and correctly train employees
  • Establish and maintain standardized work
  • Improve methods
  • Solve problems efficiently and effectively Create a safe work environment 
Supervisor Development provides a systematic approach to sustain changes and continuously improve by:

  • Showing respect by treating each person as an individual
  • Creating ownership for people to maintain standard work
  • Indoctrinating an “improvement” frame-of-mind
  • Teaching people how to identify opportunities for improving their jobs
  • Putting ideas into practice
Learn how to standardize work across all areas of the company resulting in:
  • Reduced safety incidents
  • Decreased training time for temporary or new workers
  • Reduced labor hours
  • Reduced grievances

Supervisor Development training in action