copyright siep b.v.. understanding your hse culture
TRANSCRIPT
Cop
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IEP B
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Cop
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IEP B
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Understanding Your HSE Culture
Understanding Your Culture
What?
A tool that helps to identify gaps in local HSE culture and agree plans to drive performance improvement
Why?
For the welfare of the workers as well as their supervisors we need to achieve Goal Zero
How?
By providing a clear view of both the present and the desired culture, by identifying behaviours that can help to reduce the gap, and by creating a personal Action Plan that leads towards improvement
Company Culture
A strong culture is where everyone:
• Values safety
• Expects the unexpected
• Knows what to do
• Are open to suggestions
• Wants to make a difference
• Believes their behaviour makes a difference for others
And Managers in particular:
• Lead by example
• See the behaviour of others as reflecting their leadership
HSE Performance over time
Time
Inci
den
t ra
te
Technology
and standards
HSE
Management
Systems
Improved
culture
• Engineering improvements• Hardware improvements• Safety emphasis• E&H Compliance
• Integrated HSE-MS
• Reporting• Assurance• Competence• Risk
Management
• Behaviour• Visible leadership /
personal accountability• Shared purpose &
belief• Aligned performance
commitment & external view
• HSE delivers business value
PATHOLOGICALwho cares as long as we’re not
caught
REACTIVESafety is important, we do a lot every time we have an accident
Increasing Trust/Accountability
Increasinglyinformed
PROACTIVESafety leadership and values
drive continuous improvement.
GENERATIVE (High Reliability Orgs.)
HSE is how we do business round here
CALCULATIVEwe have systems in place to
manage all hazards
The Safety Culture Ladder
Oganisational Characteristics Exercise
Read from left to right through the Organisational Characteristics table
Tick your current level as you read through the 18 dimensions (more than one tick is possible)
Not all descriptions are applicable for all organisational levels
Scoring
Use the Score Sheet to calculate the overall score
What are you areas for improvement?
What level of maturity are you aiming for?
Compare your scores with others who were rating the same part of the organisation
Are the any differences?
Where do they come from?
Averaged Score Per Culture Level
1
2
5
6
3
0
1
2
3
4
5
6
7
PATHOLOGICAL REACTIVE CALCULATIVE PROACTIVE GENERATIVE
SCORE
Average Score Per Organisational Dimension
0
2
4
6
8
10
12
14
16
A B C D E F G H I J K L M N O P Q R
Organisational Dimensions
Sco
re
PATHOLOGICAL
REACTIVE
CALCULATIVE
PROACTIVE
GENERATIVE
How The Culture Feels Personally
•Read from left to right through the Examples Of How The Culture Feels Personally
•What will You do to improve the organisational safety culture?
Your “I …” statements
Are they
As advanced as you want the organisation to be?Specific – Are you clear what they are going to do? Visible – Could you film it?Different – Is it a change from what you normally do?Realistic – Are you able to do it?Adequate – Do they match your aspired culture level?Measurable – Can you tell what difference they will make?
Do you need to rethink your “I...” statements?
Personal Action Plan
How can you improve?What are you going to do differently?When are you going to start?How are you going to do it?Who will review it?When will the follow up be?
Is your Action Plan SMART:Specific?Measurable?Achievable?Realistic?Time based?
Full version of this presentation is available to Hearts and Minds
customers.
Full Hearts & Minds presentations include facilitator notes, extra theory, slides and
workshop activities
If you would like to purchase any of the brochures in the Hearts and Minds Toolkit,
please visit www.energyinst.org/heartandminds