Industry 4.0 Operational Excellence foundation is built on AEP Accountability and Empowerment.

AEP had been handed down as a criteria module for; or was to play as the, Monitoring, Administration and Training focus efforts for all employees in a enterprise. AEP was part of every Change Management foundation, principal and methodology since the 1930’s; actually was a concept in the 1890’s, but rarely adopted or imported to an Corporate Change Management/ Leadership Training agenda, particularly at small and medium sized companies.

Empowerment is granting employees the autonomy to assume a more active and responsible role. This is accomplished by strengthening their sense of effectiveness, as well as a share in power of information and responsibility to manage their own work, as much as possible. Leadership Development Training: to become, nimble self-organized cross-functional employees scaled for agile framework application.

ABL AEP is the key determinant foundation of success, longevity and durability; for your Organization. So your employees develop personal insight to the problems they face so they can make the right moves with out hesitation and become pro-active.

Accountability isn’t responsibility,  Professionally it’s...  “Operational Awareness.” APICS ASCM Defines Accountability:  Being answerable for, but not necessarily personally charged with, doing the work. Accountability cannot be delegated, but it can be shared. Accountable people achieve results others only dream of and ABL Accountability Partner/ Coach nurtures expectations for productive progress. 

Now, manufacturing is facing constant disruption from geopolitical forces to changing customer needs to technology-driven change, transformation is no longer optional. Manufactures need to evolve to seize the opportunity for growth. Digital tools are essential to solve complex production problems and improve business, but it WILL NOT and has not solved your problem; the overburdening of both the system and the people. Train underutilized people (operators & technicians and most often stake-holders) to understand the enterprise industry principles, and be continually focused. The events your faced with daily still take place. Continuous improvement is as much about mindset as it is about actions. Technology cannot cause a transformation, commitment, alignment or lay way to motivation.  

From what may be; an internal, bureaucratic entitlement culture: in your company, employing ABL’s AEP you will become a more agile company.  ABL’s mission has been to focus our energy to new ways to create a win for your entire team, YOUR team. Through appealing influence and persuasive motivation.

Making lives better and my employers more profitable is meant to be my life's work and I encourage other’s that their efforts, in all their life’s endeavors, are worth the time that they put-in and that their work is appreciated.  Appreciated, this is a key to organizational psychology. Every human demands appreciation and is an essential. Being appreciated gives us a sense of meaning and warm emotion. Feeling appreciation boosts our self-esteem, reinforces our sense of belonging and gives increase to our purpose and is reflective to the quality of work each produces.

If we don’t feel appreciated, we go elsewhere to find it. It’s such a demand that we demand reciprocation from our spouse, our children and our employer. For any person who has ever heard of TPS Toyota Production System; knows it for what it is, but forgets Shojinka.

In 1994 I met a man who pitched me, his software product. I pitched him back.  I did for him what others have done for me, gave him the opportunity to reach and connect with; what turned out to be nearly 180 executives from central Ohio for a APICS Monthly conference.  Mentors were the influencers of ABL. How out of yourself, have you positioned to pass the torch.

Dennis R. Morin, is now heralded as the Grandfather creator of HMI Human Machine Interface.  His Wonderware product is said to  be modeled after a video game,  why this is important is that today’s wide spread digital technology transformation interface (S);  are formulated for today's and the futures generations  operators and technicians.  Purpose being wide spread global retiring workforce and  corporations need to replace with those who’s culture acclimated comfort zone is with, video games. 

Software technology, Informational transference.  What is missing, Operations Management is an art.  As it  is, Technology is only as good as the workers who are using it.   From GMI to MIT Operations Management principals and methodologies are taught to knowledge workers as a secondary  Masters focus to influence and motivate; us, to the generative economic pipeline, internal and external commerce,  generating the products we manufacture efficiently, productively and profitable, with now the Integrated Business Plan Agile End-to-End Supply Chain Control now focused on Resilience. 

Accountability and Empowerment  is derived from these Operational Methods and Philosophies, and is the true need for every employee.   Continuous or Continual Improvement is now a force. A demand which is conveyed in our Job Description's.  A; any, process is experienced and observed by the Operator, not only is it that our employer and our financial backers, but now also our customers demand we improve our procedures and coincidently eliminate costs.

Other then the “AEP Solutional,”  the need to train, influence and motivate the Human Factor of Technology to this Operations Management Leadership Behavior.  The on-boarding of our difficult standoffish hard-ones; who will become your greatest sounding board in this community; are so, because they demand tangible results.  AEP is the Solution.  Of which must be worked “continuously” and builds a sustained natural mind-set.

Aspirations Inspirational Passion;  you can’t, I can’t do it alone. Inspire manipulate coax; how can you be trusted amongst the tried, experienced, cynical pessimistic; differentiate and compel the change with the implications from the past.  Motivative: That they now can ultimately fix, purposefully. Now genuine, now backed-up, and or now not in fear of losing our job, but that you are; “THEY,” the Influencer of Change.  Indulge and Apply / Emotional Leadership.

I never stop trying to become qualified for the job I’m preforming for my employer. I’m always looking for solutions for the ROI you’ve made in employing me.

Let’s achieve EXTRAORDINARY results, together.