There is no doubt that Japanese philosophy has marked a before and after productivity and management. In search of gaining higher levels of competitiveness by reducing the cost of storage space for materials and finished products, Kichiiro Toyoda promoted what is now known as the Just In Time process. Are sounds familiar, doesn’t it?

The novelty of this technique is that it transforms the push manufacturing system. The company “pushes” the manufactured cars to the market, to a pull-type where the market “pulls” the company to order the cars. In this way, the company manufactures only the quantity that its customers want and asks its suppliers for the suitable material at the right time

Now, would it be possible to apply a similar technique in an apprenticeship? The answer is yes. In this article, paper help service wants to tell you what Just in time learning is, how to apply it and why it is so effective.

Why is Just in time learning so effective?

Think about the last time you traveled by plane. I realize that in times of coronavirus, it can be challenging to remember.

If I ask you if you remember a single word the flight attendant told you about that demonstration of seat belts, life jackets, oxygen masks, and emergency exit locations, what would your answer be? I would be incapable of knowing how to proceed in the event of having to evacuate an aircraft.

Now imagine that the pilot, just before starting the briefing of the onboard personnel, says to you: “Passengers, please be prepared, we have a technical failure, and we can land at any time and in any place. I have asked the crew to do a quick safety demonstration.”

Wouldn’t you listen to every word? I’m sure you’d have many, many questions that you’d try to answer by asking as many questions as you could. This level of engagement and attention is what Just in Time learning is all about. Our brain absorbs what it considers relevant and discards what it does not think helpful.

In addition, as technology advances, so do our expectations when it comes to learning. In the past, information and knowledge were scarce and hard to come by. However, we live in the “information age” and expect most of it to be available instantly when we need it.

What is Just In Time learning?

When we need to learn something because we find gaps in specific skills or knowledge that prevent us from performing a task or achieving the desired result, our desire to learn is heightened. Therefore, this type of learning proposes that the learner has access to information when needed.

What do you do when you want to prepare a dish you have never made before, or when you want to know how to fix that appliance at home that no longer works? You consult the Internet and, with a very high degree of probability, you find the answer.

In an era of constant change, it can be very costly for companies to train their employees to become experts in a subject that they will only use once or twice or that you don’t even know if they will ever use. That’s why a just-in-time learning approach makes some training resources available just before they need to use them and avoids allocating unnecessary resources.

The 5 best practices of Just in Time learning

Although this new way of learning is becoming more and more known, companies and schools still have difficulties implementing it. To help with this challenge, I propose below some practices to facilitate implementation.

1. Not all knowledge or skills can be Just in Time.

It is essential to understand that not all learning needs to be available just in time. Therefore, before making any decisions about what resources should be part of the JIT library, it is necessary to gather data about everyday problems in the workplace or studio and what information might be good to have on hand on a day-to-day basis just in case.

2. Organize learning by category

Once you know what training might be helpful, it is a good practice to group it by similar concepts. By organizing training categories, you can help consolidate ideas and find information faster and more efficiently.

3. Short and straightforward concepts

Endless and complex explanations make people’s attention wander. Therefore, ensure that the information is reduced and chopped into small fragments and that only relevant details are included. You have to think that when people are going to access this training, they need an immediate and concrete answer, so they want only the essentials.

It can also be beneficial to use short, interactive videos, animations, infographics, or other search engine-based learning portals.

4. Provide concrete examples and situations

We tend to learn best when we can relate topics to real examples. If we don’t provide information in context, topics may go in one ear and out the other. Instead, showing someone how to apply the knowledge and defining a frame of reference will help them use it independently.

5. Assess where help is needed

What are the areas that your company masters? Which ones would be better addressed by an outside provider? Understanding where the training gaps are can be an excellent way to start preparing the learning pieces. Along these lines, it can be good to look for partners or collaborators who can provide value.

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