coaching your team to the next level · actions speak louder than words how to begin a positive...
TRANSCRIPT
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Coaching
Your Team
to the
Next Level
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Football Analogy
1. Scouting
2. Focus on the Scoreboard
3. Keep Player Statistics
4. Pregame Speech
5. Half-time Pep talk
6. Victory Celebration
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1. Goal of this Process
1. Reduce incidents
2. Improve Communication
3. Make you stronger leaders
4. Empower everyone
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1. Evolution of Safety Culture
REACTIVE PROACTIVE INTERACTIVE
Yesterday Today Tomorrow
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1. What is your Leadership Style?
COACH • Builds trust
• Always inspirational
• Pursues excellence
• Focused on the end goal
• Strong work ethic
BULLY• Builds fear
• Discouraging
• Settles for mediocrity
• Doesn’t have clear goals
• Questionable work ethic
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Scouting Report- BLS
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2. Focus on the Scoreboard
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3. Keep Player Statistics
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4. Rick’s Safety Speech
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4. Pre-game Speech
1. Reinforce your company’s safety policy
“Our policy is to wear glasses, hard hats, ear plugs.”
2. Demonstrate your personal commitment to safety not just spoken
“Safety is very important to me. At the end of the day, I want you to go home as healthy as when you came to work today. Everyday.”
3. Ask for buy-in
“Do I have your commitment?”
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5. Half-time Pep talk
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5. Half-time Pep Talk
Spot an unsafe behavior
Acknowledge safe and unsafe behaviors
Fix any unsafe behaviors/conditions
Enlist agreement on future commitments
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6. Victory Celebration
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ACTIONS SPEAK
LOUDER THAN WORDS
How to begin a Positive Safety Process
Chris Goulart MS, CSP, ARM, CDTRCI Safety
AEM CON/EXPO
EDUCATIONAL SESSION
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Words Versus Actions
Have you ever heard one of these at work?
– “We have an open door policy here”
– “We need to be politically correct”
– “We are always proactive”
– “Employees are our most valuable resources”
– “Safety is our most important value”
– “This is a Best Practice”
– “I’ll call you back today with an answer”
– I’ll think about it”
– “We want to do this, but…__________
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• Elliott Spitzer
• John Edwards
• Tiger Woods
• Pete Rose
• Bill Clinton
• Mark Sanford
• Richard Nixon
• Others?
Some Classic Examples
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Other Examples
of
Poor Words…
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How’s My Driving?
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Guess They’ve Had Problems in the Past
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You can say that again!
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Good Advice
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Still dead?
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Make up your mind
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His Last Day
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Good advice is hard to find
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• Be mindful of risk all the time
• Always be careful
• Expect the Unexpected
• If it can go wrong
• … it will?
Consider these Words
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• Safety Vision and Mission Statement
• Well-Designed Written Programs
• Written Management Commitments
• Appreciative Feedback
• Education and Direction
What words are important
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• In order for employees to take personal
ownership for safety, they must be motivated
to do so…
• What are the two primary motivators for
employees to work safely???
• Traditional “Safety Culture” relies on the
former more than the latter.
Let’s Talk about Employee Motivation
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• Failure Oriented
• Typically person focused not workplace
focused…
• Based on Rules and Regulations (what I
say)
• Somewhat like a Merry-go-Round
And there ’s noth ing wrong
wi th t rad i t ional safety… i f
you are happy wi th the r ide…
Traditional Safety Culture
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Using Negative Management Techniques*
• Performance rises immediately
before a deadline
• Negative talk by employees is
commonplace
• Performance stops after a goal is
reached
• If accountability is removed
performance stops immediately
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• Punishment is easy and gets
dramatic results
• Punishment is reinforcing for the
person administering the punishment
• Punishment get only avoidance
behavior and does not reinforce
anything.
• Causing bad behavior to go away
doesn’t mean that it will be replaced
by the behavior you want
Why do we use punishment so much?
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• Moving from Fault Finding to Fact Finding
• Understanding that true “human error” is
controllable and is based, not on
intentionality, but results from on multiple
factors
• Avoids the “Zero Injury, Zero Fault, and Zero
Harm” Myth
• Ensures that all employees can engage in a
meaningful way in the job.
Positive Culture
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• There needs to be a brief discussion on the role
of behavior in the workplace
• What are the reasons for people to engage in
certain actions and to not engage in others?
• Why is it so difficult to get people to do what is
required to be safe?
• Why are actions so much more difficult to create
than words?
To Create a Positive Safety Culture
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• Individuals are motivated by the outcomes their
actions achieve
• Aligning actions to be in synch with expected
cultural norms is natural
• Understanding how results impact decision
making and behavior is CRITICAL
How does Culture align
with Motivation and Action???
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Analyze this Event
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• Understand the motivations that drive actions.
• Make safety personal…
• Remove cultural barriers and organizational
norms that prevent safe work actions
• Have credibility by reinforcing safe work habits
whenever you can
• Always focus on the positive
• Coach instead of discipline
How to talk to employees (make words more powerful with actions)
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• Based on success with a focus on accomplishment
• Emphasis is on Behavior not Outcomes
• Focuses on working toward achievement not the
avoidance of failure
• People work safely because they want to
• People are not blamed for their unsafe actions
• There is a shared accountability
and responsibility
In a Positive Safety Culture of ACTION (Action Based Safety Culture)!
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• Use words to provide instruction, motivate
action, coach, and REINFORCE
• Don’t use actions that contradict the
words
• Understand that people are motivated to
work towards things and that safety is
almost exclusively the realm of people
working to avoid things
• Now everybody….
To Positively Impact Safety
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SMILE
Note: No animals
were injured in the
photoshopping of
these images
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Con Expo Conference Las Vegas, N V - March 4, 2014
www.thefurstgroup.com
System Risk &
Human ErrorAn Holistic Approach to Safety Management
By: Peter Furst
The Furst Group Organizational Performance and
Human Reliability Consultancy
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Session Outline
• Prevailing safety interventions
• Organizational fundamentals
• Core drivers of risk (injury)
• Human error factors
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Fundamental Factors
• Elements
– 3 Ps
• Aspects
– Execution
– Operations
– Organization
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• Workers– Self
• Management– All levels
Characteristics of Control
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Occupational Risk
• Obvious
• Latent
Holistic Approach
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Error Fundamentals
• All people make mistakes
• Human behavior influencers:
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Stimulus Response Process
• Stimulus
• Individual Factors
• Response
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Human Error Classification
• Errors of Omission
• Errors of Commission
• Unintended errors
• Intended errors
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Latent Factors
• Undetected deficiencies in organizational
values, processes, or equipment, flaws
that create workplace conditions that
provoke error or degrade the integrity of
defenses
These create system driven risks
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Organizational Weakness
• Poor design of internal systems or tasks
• Conflicting goals, objectives, practices, Etc.
• Unworkable / difficult procedures
• Confusing information / communication
• Poor or inadequate risk assessment
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Dealing with Human Performance
• Selection
• Education
• Work Design
• Operation
• Organization
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Session Summary
• Typical safety issues
• Foundational aspects
• Core drivers of injuries
• An enabling framework
www.thefurstgroup.com