Coaching Your Team to the Next Level · ACTIONS SPEAK LOUDER THAN WORDS How to begin a Positive...

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1 1www.conexpoconagg.com

Coaching

Your Team

to the

Next Level

2 2www.conexpoconagg.com2

Football Analogy

1. Scouting

2. Focus on the Scoreboard

3. Keep Player Statistics

4. Pregame Speech

5. Half-time Pep talk

6. Victory Celebration

1. Goal of this Process

1. Reduce incidents

2. Improve Communication

3. Make you stronger leaders

4. Empower everyone

1. Evolution of Safety Culture

REACTIVE PROACTIVE INTERACTIVE

Yesterday Today Tomorrow

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

Scouting Report- BLS

2. Focus on the Scoreboard

3. Keep Player Statistics

4. Rick’s Safety Speech

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?”

5. Half-time Pep talk

5. Half-time Pep Talk

Spot an unsafe behavior

Acknowledge safe and unsafe behaviors

Fix any unsafe behaviors/conditions

Enlist agreement on future commitments

6. Victory Celebration

ACTIONS SPEAK

LOUDER THAN WORDS

How to begin a Positive Safety Process

Chris Goulart MS, CSP, ARM, CDTRCI Safety

AEM CON/EXPO

EDUCATIONAL SESSION

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…__________

• Elliott Spitzer

• John Edwards

• Tiger Woods

• Pete Rose

• Bill Clinton

• Mark Sanford

• Richard Nixon

• Others?

Some Classic Examples

Other Examples

Poor Words…

How’s My Driving?

Guess They’ve Had Problems in the Past

You can say that again!

Good Advice

Still dead?

Make up your mind

His Last Day

Good advice is hard to find

• Be mindful of risk all the time

• Always be careful

• Expect the Unexpected

• If it can go wrong

• … it will?

Consider these Words

• Safety Vision and Mission Statement

• Well-Designed Written Programs

• Written Management Commitments

• Appreciative Feedback

• Education and Direction

What words are important

• 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

• Failure Oriented

• Typically person focused not workplace

focused…

• Based on Rules and Regulations (what I

• 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

31 31www.conexpoconagg.com*From Daniels

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

• 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?

• 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

• 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

• 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???

Analyze this Event

• 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)

• 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)!

• Use words to provide instruction, motivate

action, coach, and REINFORCE

• Don’t use actions that contradict the

• 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

Note: No animals

were injured in the

photoshopping of

these images

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

Session Outline

• Prevailing safety interventions

• Organizational fundamentals

• Core drivers of risk (injury)

• Human error factors

Fundamental Factors

• Elements

– 3 Ps

• Aspects

– Execution

– Operations

– Organization

• Workers– Self

• Management– All levels

Characteristics of Control

Occupational Risk

• Obvious

• Latent

Holistic Approach

Error Fundamentals

• All people make mistakes

• Human behavior influencers:

Stimulus Response Process

• Stimulus

• Individual Factors

• Response

Human Error Classification

• Errors of Omission

• Errors of Commission

• Unintended errors

• Intended errors

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

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

Dealing with Human Performance

• Selection

• Education

• Work Design

• Operation

• Organization

Session Summary

• Typical safety issues

• Foundational aspects

• Core drivers of injuries

• An enabling framework

www.thefurstgroup.com

peter.furst@gmail.com

Coaching Your Team to the Next Level · ACTIONS SPEAK LOUDER THAN WORDS How to begin a Positive...

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