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January - February 2019
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team to upper management, as well
as identify issues and opportunities
to all levels of plant personnel.
T he lubric ation cha mpion
is probably t he single most
important member of the team.
is individual is the owner of the
lubrication program. He or she
should be responsible for making
certain there is active participation
among team members, documen-
tation is recorded, training is being
delivered, upper management is
kept informed, and the program is
moving in the right direction. e
lubrication champion should also
drive the majority of meetings and
be involved with the program on a
microscopic level.
e final team members are the
cross-departmental lubrication team.
ese individuals should be the ones
who perform the lubrication tasks
within each department. ey are
responsible for completing actions
in the field and delivering feedback
to the lubrication champion. is
team should also be included in
the program's developmental side.
Because much of the plant sees these
individuals carrying out lubrication
tasks on a daily basis, they can
provide a visual representation of
the cultural change in the program.
Status Evaluation
is evaluation should consider
where the program has been in the
past, what its current status is and
what the goals are for the future.
Before working toward the goals,
review how the plant has been
successful in the past and what the
shortcomings have been in defining
a cultural change in other areas.
is helps to identify where addi-
tional support is needed and where
it will not be necessary to "reinvent
the wheel."
Each plant must contend with
a varying degree of established or
sustained culture. Some start at the
ground level with non-interactive
departments where there is a "silo"
effect in which communication is
extremely lacking. Other sites have a
reactive-only mindset, which makes
driving a proactive reliability culture
a great struggle.
Another issue is coping with the
"heroes versus zeros" effect. Over
time, plants can become dependent
on certain individuals for specific tasks
without document-driven results. A
hero-type mindset is then created. is
mentality is cause for concern, as it not
only puts a strain on the company but
can also have negative cultural effects
within the department.
Let Noria help you solve tough lubrication
problems and discover the root cause of
equipment and lubrication failures.
For more information visit noria.com
noria.com