They see how they fit into the bigger picture and begin to understand fully their importance to the mine. Our absenteeism has also dropped substantially as a result of the programme. The classroom and experiential training is reinforced with trainers spending time underground with the teams in practical application of the tools. In his sessions with the trainers and the learners, Dr de Bono also assisted in solving some problems still experienced with the programme. In cases, where the skills might not be transferred from the classroom back into the workplace, Dr de Bono suggested identifying a local champion who constantly drives it.
Cultural differences can also be a stumbling block to implementation.
One of the key thinking tools is Consequences and Sequels which can be difficult to implement as many superstitious workers don't like to think about bad consequences in the belief that it might result in it actually happening i.e. if certain measures are not taken, it can put you at risk. Dr de Bono's suggestion was creating a mythical or cartoon character to ensure that in giving practical examples of what can happen, bad things happen to the character not to the learner. Lonrho has an open minded, revolutionary attitude towards training and addressing problems. Long before other companies addressed cultural diversity, Lonrho sat groups of employees around a table and let them freely express their views and perceptions about other race groups. The company also believes in the buy-in of the unions and the Thinking Tools Programme already has the full support of the unions.