Terry Evans, CSP, ARM safetyandsampling@gmail.com 208-871-6494 - - PowerPoint PPT Presentation
Terry Evans, CSP, ARM safetyandsampling@gmail.com 208-871-6494 WHAT I HOPE YOU LEARN This presentation is focused on helping you understand how best to change the thought processes and perspectives of the group in your workplace. Group
This presentation is focused on helping you understand how best to change the thought processes and perspectives of the group in your workplace.
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Social engineering deals with understanding and motivating groups
process in a group of employees
effecting sustainable safety change
plan executed next week.” – General George S. Patton
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behavior or norms
and productivity
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Social engineering began as crowd psychology
propagandist) – Propaganda 1928
smoking by branding cigarettes as feminist "Torches of Freedom"
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It evolved to influence several modern authors and their understanding of what motivates groups
It is central to several initiatives influencing us today
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Definition of fascism pre – 2005 A system of government marked by centralization of authority under a dictator, stringent socioeconomic controls, suppression of the opposition through terror and censorship, and typically a policy of belligerent nationalism and racism. – The American Heritage College Dictionary, 2000 Definition of fascism post– 2005 An authoritarian and nationalistic right-wing system of government and social
views or practices. – New Oxford American Dictionary, 2005 Ideas that start social engineering must be concise and come from a place
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These are all broad generalizations and as such are not 100% applicable to 100% of the population.
inferiors.
appeals, not ones who give them high-brow lectures.”
survive or thrive.
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workplace and from past management – tribal knowledge
hassle of a diet vs. benefit of weight loss
Month Syndrome
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Decide what you are willing to truly commit to instead of what is the best “program” available.
Foundation
to all that requires it wont work for you
achievement
process implementation
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Change the scorecard
measured and monitored
performance measures
members to stick to the new strategy is convincing them that top management really wants them to…
leaders.” - late nineteenth century French sociologist Gabriel Tarde
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Le Bon says that great historical events are caused by obscure persons of great faith, and rarely ever by philosophers or skeptics: “The means of action of the leaders are affirmation, repetition, and
circumstances and it is important, above all, that the person attempting to move a crowd possess prestige.” Prestige is bestowed by the crowd and not taken by the leader. It is by examples not by arguments that crowds are guided.
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Principles are more effective than tactics
people entering your team
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Use language likely to encourage authentic engagement
vs. Safety belt
vs. Commitment
vs. Peer support
vs. Coaching
vs. Injury analysis
vs. Value Words shape our feelings, expectancies and behaviors
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Is your interaction with employees a relationship or a transaction?
describe their relationship like a family?
the workplace
your relationship with the employees is transactional
and slow but sustainable
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One-night stand vs. Romance Suspicion vs. Trust Negotiate & bargain vs. Give and be helpful Develop a detailed contract vs. Be comfortable with ambiguous understandings about future reciprocity Preparation of what you are vs. Adaptability to the responses of the going to say and do
e.g. rehearsal
make the best spouses
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Be an advisor vs the expert
Be prepared to surface and deal with problems during the beginning of the transition Both sides need to realize they need to earn and deserve what they want to get from each other
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problem
the gap between “us & them”
Leadership vs. Management – Leadership will promote safety as a priority & will motivate others. Management is a linear process that controls. We manage things but lead people.
Set the expectation that we will all be safety leaders through leading by example.
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Street’s model of rapid inclusion of new members to small focused groups
participating in safety program by mentoring
break down barriers to compliance
LOTO Team SOP Team Confined Space Team JSA Team Emg. response Team Audit Team House keeping Team VPP Team Safety Committee
Monthly Leading Measures – leading measures Hazard ID's Observations & Interventions % of employees currently trained on all required subjects % of corrective actions completed under 30 days* (exceptions for CA requiring mill shutdown, capital project or other extraordinary events) Four Month Rolling Average Lagging Measures – lagging measures [Property Damage Incidents*(200,000 hours per year)]/Work Hours (OSHA recordable incidents*200,000 hours per year)/ Work Hours (Number of lost or restricted workdays *200,000 hours per year)/ Work Hours
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Create regular behavior based feedback from training and expectations
strategies
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Incentives done correctly are not demotivating
efforts
behavior
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Safety & Health Magazine’s yearly article “CEO’s Who Get It” 2015
critical behaviors of leaders is lead by example.
Expect excellence. Sincerely value your people, their safety and well- being. 2016
what build credibility, this is how I believe you lead safety.
employee safety by evaluating both leading and lagging indicators. Unsafe behavior, policy violations, near miss incidents and reported work place hazards.
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