Who I Am

Who I am and the Job I want.

I am a consultant, trainer and trouble shooter in the manufacturing sector with 30 years of experience. I desire a position that would allow me to use my Management training experience with a knack for specialty in implementing best option change practices for quality and efficiency improvements. I got pretty good at it. 
Available for full-time, train the trainer or contract employment.

HUMAN ELEMENTS NEEDED IN QUALITY PROGRAM
Keep the Human Elements, and continually embed them in ALL TRAINING PROGRAMS as much as possible.  It still works and will help any Quality Program be even more successful.
Why? ...and How?
QUALITY SYSTEMS ELIMINATED CREATIVE SOLUTIONS
Before Quality Systems were so diverse, prevelent and in such demand by clients for each vendor or suppliers, we had to be way more thoughtful and creative in our On-the Job Training. 
SOLID PROGRAMS DEVELOPED IN LIMITED TIME
​We had to develop solid programs that needed to be quick-check tested, assessed and put into practice immediately.  It was an hour long spit ball of ideas flying around over folks bulging after a luncheon business meeting.  It was on the floor during peek crunch times, when a critical or even slightly important adjustment or was needed. 
PEOPLE THAT FIGHT FOR QUALITY ARE AN ASSET.
Staffs of people keyed up to watch and find problems is one hell of an asset.  These eagle-eyed, pricked ears spotted things that even surprised themselves.  They were good, they knew it, upper management all knew it and so did everyone else in the entire plant on all shifts...they knew who the group leaders and the trainers were, and they fought for quality and counts and were unmovable to accept any work found wanting or below established standards.
beginning missing....
checks, to achieve astonishing success with jobs, and some of those buggers with surprising levels and varieties of unique challenges straight from hell, and we assessed quickly and accurately, tested and adapted to our best options quickly and proved ed the training and support needed to succeed. 
NOT ENOUGH TIME ALLOCATED
Well before Quality Acronyms ruled the universe, and before they were even heard of...we were here, we figured out optimal performance, tracked it, tweaked it, tested it, and proved it time and time again, until we had perfected it.  After this we wrapped it up with a bow, noting every obstacle, challenge, pitfall to watch for, and included all tips, tricks and techniques which passed the same scrutiny. 
TAKING THE RIGHT STEPS WITH COOPERATION AND COMMUNICATION PAY OFF
We adapted all best optional methods right when they were discovered, immediately, and put in tracking assurances and quality control measures and steps, as well as updated instructions, quick reference cards, and had kick-off meetings lasting only 5 minutes,..and all of this cooperation, collaboration and effective communication, paid off instantly and consistently.  You know your doing things right when the results are there, and people are getting along and even seem to be enjoying each others company...you know you have something right.   The follow-up was unparalleled, as we made sure that positive change happened, and that it stuck and took the standard to the next level.. 
TRAINING DIDN'T INTERRUPT PRODUCTION
if we were given the chance to stop long enough to have our beings to be inhabited by the alien forms of communication.  The available window for training which in the least way interrupted any production, it was "Once in a Blue Moon," so we did most on-site, and "On-Demand" before it was a catch phrase. 
TO BE EFFECTIVE TRAINING MUST INCLUDE RESPECT AND INTERACTION BETWEEN ALL WORKERS
Training is nothing if not effective. It's critical to maintain a mutual respect for human resource engagement opportunities, exchanges and interactions with all workers. 
THE RELATIONSHIP BETWEEN THE TRAINER AND TRAINEE MUST BE PERSONAL WITH APPRECIATION FOR ONE ANOTHER
Without this personal touch striking the critical bond in this helpful manner being maintained from the start between the trainer and trainee, you'll lack one of both essential and equally powerful keys of appreciation for each other, during  and after the training. 
Both must give and receive their interest,  vested in both time and effort...to do things right.
EXCELLENT TRAINERS WITH A GOOD PROGRAM WILL NOT NEED A LOT OF TIME
Training appearing to be "on the fly," or seemingly haphazard and brief to nonexistent at times, was about as good as it could possibly get. The reason, was excellent trainers, and an even better train the trainer program. We trouble shot each relentlessly to be our best, and we did it in ways that could have made an experienced and skilled operator leave for the day. 

My History

I am a champion advocate to aid any team through and past rough waters, to each obtainable highest standard.
I TAKE ON THE REALLY TOUGH PROBLEMS
With an acute awareness to the limitless and mysteriously unknown and countless ways there are to "SCREW It UP," I help clear paths of the mine fields that kill good production.  I love to do battle against all such monsters that are capable of attacking a job, or trying to crawl up the back of an employee's neck to inhale their head...and I take them out.
THE GOAL OF MY TRAINING IS TO MAKE THE WORKERS INDEPENDENT
I've learned how to compile and equip employees with a wealth of knowledge regarding proper preparation, equipment operation, trouble shooting procedures, safety steps and tips, and any other appropriate secrets, tips, tricks or tactics that they need to know, to work on their own, during and after training. 
I WILL DO WHATEVER IS NECESSARY TO SEE PEOPLE SUCCEED
I do this better than most people who have trained me, not because I'm better...but because I hate more,...leaving anything to chance. Plus, I love to see people succeed, and I'll do anything I can, to help make that happen.
MY OBJECTIVES BEGIN WITH MEASURABLE DEFICIENCIES AND FOCUS ON RECORDING SUCCESSES TOWARDS CRITICAL JOB PERFORMANCE
Initial interviews of objectives for assignments primarily stem from measurable deficiencies targeting client preferential change standards.   Adaptive expertise focuses on developing optional detailed strategic shifts .& Task Specific Change Orders written for Fortune 500 company campaigns and record successes simply confirm "The Go-To Guy" that critical job performance and demanding clients require.  
TEAM DEVELOPMENT SKILLS ARE WELCOMED BY ALL WORKERS AS THE WEAKER TEAM MEMBERS ARE GIVEN THE TOOLS TO ENHANCE THEIR SKILLS.
​Team Development skills are welcomed by all players less seasoned and experienced on factory floor, results in providing tools to enhance their individual abilities and skills by critiquing and confirming complete directives for all assignments..