Workshop P Passionate about Safety: Effective Safety Training - - PDF document

▶
workshop p
SMART_READER_LITE
LIVE PREVIEW

Workshop P Passionate about Safety: Effective Safety Training - - PDF document

Mar 08, 2024 204 likes •1.15k views

Workshop P Passionate about Safety: Effective Safety Training Techniques Tuesday, March 21, 2017 2 p.m. to 3:15 p.m. Biographical Information Bradford (Brad) Weber Operations Manager, Safety Consulting Sheakley One Sheakley Way, Cincinnati,

slide-1
SLIDE 1

Workshop P

Passionate about Safety: Effective Safety Training Techniques

Tuesday, March 21, 2017 2 p.m. to 3:15 p.m.

slide-2
SLIDE 2

Biographical Information Bradford (Brad) Weber Operations Manager, Safety Consulting Sheakley One Sheakley Way, Cincinnati, OH 45246 (513) 326-4675 Fax (513) 326-8002 bweber@sheakley.com Brad Weber has held positions in the health and safety profession for

  • ver 10 years. He is currently the Operations Manager of the Health

& Safety Services Consulting Team, a division of Sheakley. Brad’s expertise in drug and alcohol awareness and safety team development have been a huge part in the growth and success of his

  • team. His knowledge and experience not only allow him to facilitate

Drug-Free Workplace training sessions, but to continue to expand his training staff. Brad works with employers to develop programs to help make their workplaces safe for their employees. Brad is a respected member of the American Society of Safety Engineers and is an officer of the Southwest Ohio Chapter. He resides in Cincinnati and has a love for jazz music.

slide-3
SLIDE 3

Techniques For Safety Training

2017 REVISION INITIAL TRAIN THE TRAINER COURSE STUDY PRESENTED BY SHEAKLEY HEALTH & SAFETY SERVICES

slide-4
SLIDE 4

Disclaim er

The materials provided are for informational purposes only. Sheakley UniService, Inc. makes no representations or warranties either express or implied with respect to the continuing legal accuracy of the material presented herein. The recipient understands and acknowledges that they are liable for the use or application of information provided in the materials. Recipient further agrees that the material will be used in accordance with any applicable federal, state or local

  • law. Sheakley recommends consultation with competent legal counsel prior to

taking any labor-related action. Sheakley UniService, Inc. shall have no obligation to defend, indemnify, hold harmless or otherwise be held responsible for any direct or consequential damage, including attorney’s fees, resulting from the improper use of the attached material.

slide-5
SLIDE 5

The Reason We Train

THE COST OF SAFETY

slide-6
SLIDE 6

5 Reasons For Workplace Accidents

Training Production vs. Safety Shortcuts Fatigue Substance Abuse

slide-7
SLIDE 7

2016 Liberty Mutual Safety Index

slide-8
SLIDE 8

2016 Liberty Mutual Workplace Safety Index

Workplace injuries amounted to nearly $62 billion in U.S. workers’ comp costs. $1 billion a week by businesses on injuries. Direct costs of all disabling work related injuries equaled. $61.88 billion, top 10 causes compromising 83%.

slide-9
SLIDE 9

Top 10 Injury Cases

25% overexertion lifting, pushing, pulling and throwing

  • bjects.

16% falls on the same level. 9% falls to a lower level. 8% struck by object or equipment. 7% other exertions or bodily reactions (65%). Roadway incidents/motorized vehicles. Slip or trip without fall. Caught in/compressed by objects. Struck against objects. Repetitive motions involving micro-tasks (18%).

slide-10
SLIDE 10

25 % of all workers’ compensation claims are back related. 40% of claims costs are a result of the 25% back injury.

slide-11
SLIDE 11

_____ of workplace accidents are a result of hazards, unsafe conditions. _____ of workplace accidents are a result of unsafe behaviors.

slide-12
SLIDE 12

Without safety, _________ and _________ cannot be maximized to its full potential.

slide-13
SLIDE 13

Direct and Indirect Costs

In addition to their social costs, workplace injuries and illnesses have a major impact on an employer’s bottom line. $1 billion per week is estimated by OSHA for direct workers’ compensation costs Workplace injuries and illnesses include direct and indirect costs. Direct Costs

Workers’ compensation payments Medical expenses Costs for legal fees.

Indirect Costs

Training replacement employees Accident investigation/corrective measures Lost productivity Repairs of damaged equipment and property Employee morale and absenteeism

slide-14
SLIDE 14

Exercise

How does your company currently measure safety?

slide-15
SLIDE 15

Rank the Follow ing

Quality Cost containment Safety Customer satisfaction Production Employee morale What about “Safety First”?

slide-16
SLIDE 16

Adult Educational Theories

slide-17
SLIDE 17

Im plications for Trainers

Training should strive to use as many adult learning principles as possible.

Relevance

  • The material presented should be relevant to the adult participants.

Similarity

  • To facilitate the transfer of skills learned through active participation.

Active Participation

  • Employees should be able to interact with other workers and trainer.
  • The atmosphere should help them feel safe to risk participating.
  • It takes adults longer to perform some activities and to feel safe to speak out

and ask questions. Providing Objectives

  • Big picture and direction of the session is seen.
  • Judge the time.
  • Adults have many demands of their time.
  • Define the parameters in advance.
slide-18
SLIDE 18

Good is the enem y of great!

LET’S MAKE A GOOD PRESENTATION A GREAT ONE!

slide-19
SLIDE 19

Presentation Success Cycle

Passion, 25% Positive, 9% Enthusiasm, 9% Sincere, 9% Confidence, 9% Believability, 9% Credibility, 9% Engage, 9% Success, 9% Passion Positive Enthusiasm Sincere Confidence Believability Credibility Engage Success

slide-20
SLIDE 20

Understanding Yourself

LET’S START WITH THE BASICS

slide-21
SLIDE 21

Your Appearance is Im portant

Your appearance speaks before you do. Dress, hairstyle and accessories send a message. Always dress one up from your audience. Dress to your situation.

slide-22
SLIDE 22

Eye Contact/ Sm ile and Facial Expressions Matter

Eye contact is important for you to connect with your audience. Your smile will convey:

Sincerity Credibility Confidence Agreement with your subject

slide-23
SLIDE 23

Body Language

Be expressive with body movement. Describe your topic with hand gestures. Develop a movement pattern you are comfortable with.

slide-24
SLIDE 24

Areas To Avoid

slide-25
SLIDE 25

# 1 Know It All Syndrom e

slide-26
SLIDE 26

# 2 Disorganization, Starting/ Ending Late

slide-27
SLIDE 27

# 3 Equipm ent/ Materials Sophistication

slide-28
SLIDE 28

# 4 Lack of Preparation

slide-29
SLIDE 29

# 5 Not Responding to Your Audience

slide-30
SLIDE 30

# 6 Apology, Pronunciation, Language

slide-31
SLIDE 31

Recognize Hindering Factors and Overcom e Challenges w e Face

Detail overload/vocal control Do not talk in jargon Don’t let them see you sweat/insult to injury Speak out with enthusiasm Arrogance and humor Remember to close it up

slide-32
SLIDE 32

4 Key Points for Trainers

Passion and enthusiasm Be confident All presentations should flow Visual aids enhance your presentation

slide-33
SLIDE 33

Know your Audience

The greatest need of every human being is the need of appreciation.

  • Adapted from William James
slide-34
SLIDE 34

Analyze your Audience

Demographics and Attitudes

Address, age, gender, ethnicity and status Anticipate audience “buy-in”

  • Agree, remain neutral, disagree

Consider audience knowledge of topic

Gather information

slide-35
SLIDE 35

Gather Inform ation

The first five minutes are key in any presentation.

slide-36
SLIDE 36

What keeps you interested in a topic?

slide-37
SLIDE 37

Be Persuasive

Consider audience opinion, values, beliefs Consider company policy

slide-38
SLIDE 38

Consider Your Audience Retention Rate

Retention

90% 70% 50% 30% 20% 10% Say & Do Say Hear & See See Hear Read

Involve Me

slide-39
SLIDE 39

Please Involve your Audience

Is our job as trainers simply to cover material or to empower participants to perform their job better?

slide-40
SLIDE 40

Adult Learners

slide-41
SLIDE 41

Visual Aids Appeal to Many

You are the best visual aid you have, eye contact, good posture and projection of your voice will improve your

  • presentation. The use of objects or “props” will aid as well.

The dictionary defines a prop as anything or item that supports another.

slide-42
SLIDE 42

These item s w ill aid you to em phasize a point or subject:

Name tags – when used it aids you to call attendees by name Trivia – breaks up learning activity Magic tricks – simple card tricks can prove a point or break up a session Time – use for time testing, breaks, group activities Dart game – excellent to prove a point about team work, listening skills

slide-43
SLIDE 43

Additional item s that can be used to em phasize a point or subject.

Balloon toss – use balloon, koosh or beach ball to toss in group for main activities: group leader choice, question and answer selection, content answers List 4 Items – good team exercise for ice breaker Arrow on the head – object that shows you are just the messenger for mandated trainings Survival exercise – great for team development and an ice breaker Large dice – great way to let attendees choose questions, answers for content or review

slide-44
SLIDE 44

Adult Learners

Who are you going to train? How adults learn best.

slide-45
SLIDE 45

Attitude

slide-46
SLIDE 46

Repetition

Frequent Questions Explain a concept Summaries

slide-47
SLIDE 47

Active Participation

Participate/small groups Competition Meaningful to the audience Adult attention span

slide-48
SLIDE 48

Visuals

Largest percent of adults are visual learners.

Small percentage of auditory learners. Small percentage of kinesthetic learners.

slide-49
SLIDE 49

Questions and Discussions

WHY ARE THEY IMPORTANT?

slide-50
SLIDE 50

How to Ask a Question

Vary your questions. Speak distinctly. Avoid calling always on those who appear to know the answer.

slide-51
SLIDE 51

Questions

The question is not only a useful but highly versatile tool. A good teacher tries to talk as little as possible and makes the students do the talking. This is achieved by asking the right kind of questions. Questions can help you:

Begin a discussion Direct the thinking of the group Obtain information or opinion End or limit the discussion Get participation from a particular student Determine the students’ understanding or knowledge

slide-52
SLIDE 52

Negative Learners

slide-53
SLIDE 53

You may encounter people you are to train that are negative, disruptive and difficult. They don’t feel they need to be included in the training activity.

slide-54
SLIDE 54

Dealing w ith Negative Learners

Following are some tips on dealing with the small numbers of unhappy or mandated learners you may encounter.

slide-55
SLIDE 55

Remember why you are the trainer. Do not focus on their needs; defuse them by concentration on the positive learner. Never let them see you sweat. Engage learners, activate them in activities to bond their efforts. If all else fails, talk to them. Ask attendees to “sit on them” or “kick them out”.

slide-56
SLIDE 56

Most are cautious with an unfamiliar situation. Help those adults get comfortable with your instruction style.

slide-57
SLIDE 57

_______ _______ & _______ _______ _______ _______ _______

slide-58
SLIDE 58

Body Language

OUR BODY LANGUAGE SPEAKS LOUDER THAN OUR VOICE.

slide-59
SLIDE 59

Pre-Training Preparation

Schedule the safety training early in the shift. Avoid Mondays and Fridays. Make a regular schedule. Consider sending out a reminder. Stick to the topic and agenda.

slide-60
SLIDE 60

Now let’s look at w ho w e w ill be training…

How our workforce is changing and why we should care. How generations differ in their approach to work and life. Why differences cause conflict and risk and what to do about it. How adults choose to learn. Using stories to develop safety training that is effective for all workers.

slide-61
SLIDE 61

What is a generation?

A generation is a group of people who were programmed at the same time in history.

slide-62
SLIDE 62

Dem ographic Challenges

Diversity of:

Generations National cultures Regional cultures Gender Religious beliefs Family values

slide-63
SLIDE 63

Generational Diversity

Traditionalist Born 1925‐1945 Baby Boomer Born 1946‐1964 Generation X Born 1965‐1981 Generation Y Born 1982‐2002 91‐71 70‐52 51‐35 34‐14

slide-64
SLIDE 64

*Projections from late 1990’s

slide-65
SLIDE 65

Hard fact is our literacy level is changing. About 7000 students drop our of high school every day in the U.S. In 2014, only 22-25% of graduating U.S. seniors met or exceeded the college readiness requirements for science, math, reading and English.

slide-66
SLIDE 66

Amid this complexity, who do employers believe is the hardest to manage?

Baby boomers – 33.9% Millennials – 47.6%

slide-67
SLIDE 67

Of business leaders and HR professionals:

75% acknowledge the importance of providing modern tools, mobile apps, social media wearables and self-service. 30% find it hard to build teams in this new, diverse, multi-generational marketplace. 45% admit these differences cause conflict and risk. 50% admit to not fully understanding the generations that work for them. 22% are totally unprepared for millennial led trends in the workplace.

slide-68
SLIDE 68

“Research shows that five distinct categories of variables related to work, employment and organizations appear to differ significantly across generations. These are:

Work and life related values Motivators Professional growth Attitudes to rules, authority and hierarchy Attitudes to learning, training and development and the work environment.”

  • http://muligen.shrmindia.org/research/study-info
slide-69
SLIDE 69

Traditionalists

Conservative in dress and language Mediators Just fix problems, don’t talk about them Employment is a career Loyal (join service orgs.) Live to work “Traditional” American work ethic Disciplined and stable

(BORN 1925-1945)

slide-70
SLIDE 70

Baby Boom ers

Largest generation in U.S. history Want things their way Optimistic and confident Less loyal to institutions Value affluence and image Value youth Identify with work Productivity oriented…willing to work hard Sacrifice for careers Value teamwork Good communication skills

(BORN 1946-1964)

slide-71
SLIDE 71

Generation X

Skeptical and questioning Value personal freedom First latchkey generation High tech users Informal Work to live Loyal to people, not organizations Used to female authority Good at dealing with chaos and change

(BORN 1965-1981)

slide-72
SLIDE 72

Millennial Generation

Very confident Believe they will make a difference Over-protected generation Expect rewards for trying, not just succeeding Used to “do-overs” Very connected…technology has always been available Like to work in groups Expect promotions quickly Gender equality is a given Most multicultural generation Short attention spans Value autonomy & flexibility

(BORN 1982-2002)

slide-73
SLIDE 73

Look at Expectations & Preferences

Traditionalists

Not computer savvy Don’t like profanity/slang Want experience to be valued Rewards include plaques, certificates Expect leader to be fair, consistent, logical, organized

Baby Boomers

Want to be included in decisions Value their opinions, contributions Interact personally with them Rewards include promotion, appreciation, recognition Expect leaders to be democratic, personal, open to input

slide-74
SLIDE 74

Look at Preferences & Expectations

Generation X

Skeptical, distrustful of authority Give as much flexibility as possible Love technology -- not afraid of it Keep rules to a minimum Rewards include free time, new experiences, high-tech toys Expect leaders not to be micro-managers, too bureaucratic. Leaders must walk the talk, focus on results, not process

Millennials

Need mentors, coaches, supervisors who will teach (especially Boomers) Like to multi-task Ability to work with high-tech Need to work on interpersonal skills Rewards include awards, certificates, other evidence of ability/credibility Expect leaders to be consistent, organized, value their technical savvy Won’t respond to leaders who are condescendingly, cynical, sarcastic, or treat them as if they are too young to be valuable

slide-75
SLIDE 75

What does this have to do w ith safety training?

Baby Boomers make up one third of the working U.S. population. 8000 boomers are retiring every day and taking with them the knowledge, skills and occupational wisdom they have gained

  • ver their careers.

It takes an average of 8-10 years for a worker to develop specific expertise.

slide-76
SLIDE 76

Older and younger workers are injured and killed much more

  • ften than other workers.
slide-77
SLIDE 77

“The overall fatal occupational injury rate is higher for Hispanic/Latino workers than for all workers.”

BLS 2013

slide-78
SLIDE 78

Adults don’t learn the w ay kids do!

slide-79
SLIDE 79

Adult Learners

Self-directing Base learning in life experience Must be convinced of the relevance of learning Must be convinced they are able to do the task Want learning to be enjoyable Very practical in what they choose to learn Internally and externally motivated

slide-80
SLIDE 80

Child Learners

Dependent Answers come from others, not their own experience Expect to be told what to learn (externally motivated) Tolerant of abstract learning (numbers, alphabet, for example)

slide-81
SLIDE 81

Adult Learning Styles

Visual 42.5% Audible 35% Kinesthetic 22.5% Visual Audible Kinesthetic - Smell, Taste, Touch

slide-82
SLIDE 82

To assist visual learners…

Diagrams Charts Posters Photographs Flash cards Videos Stories Workbooks Actual equipment and tools

slide-83
SLIDE 83

Tools for audio learners…

Lectures Tool box talks Videos Stories Songs Testimonials

slide-84
SLIDE 84

Kinesthetic aids m ight include…

PPE’s to practice on (fall protection, respirators, chemical hazard shields, etc) Common hand tools Workbooks Hands-on activities Social media (e-Training) Stories Games Small group work Tours

slide-85
SLIDE 85

The brain…

The Conscious Brain

Data driven Sequential Prefers logical order Makes decisions based on rules Aware of “now” Can only process 1-3 things at a time Averages 2000 bits of information per second

The Unconscious Brain

Experience driven Intuitive Uses feelings, thoughts and ideas for decisions Is timeless Great at multi-tasking 1. Averages 10,000 bits of information per second

slide-86
SLIDE 86

Stories add “experiences” to the unconscious brain without the need to actually experience the event. They can then become part of the decision-making process.

slide-87
SLIDE 87

Adults learn best by having experiences and then reflecting

  • n them.

Every training session must provide an opportunity for people to experience something new and discuss it, or to analyze it in terms of their own experience.

slide-88
SLIDE 88

Evaluation

Reasons why. Steps to obtain feedback. Sample evaluation. Using this tool.

slide-89
SLIDE 89

Reasons Why We Need Feedback

We are finished, it must be okay? Change or improvements – stop/start/continue. Prepare a report to Training/HR Management. Measure trainers effectiveness. Monitor trainers capabilities. To measure attendee behavior.

slide-90
SLIDE 90

Obtaining Feedback

Should be immediate (5 days). Given to everyone/select group/random group. Evaluation should reflect training objectives. Choose best method of communication. Do not recommend end of session. Evaluate the evaluation.

slide-91
SLIDE 91

Arrangem ents Checklist

Select a seating arrangement. Provide surface for writing. Accommodate attendants with special needs: hearing, seeing, mobility. Plan sufficient space. Provide for easy access. Avoid obnoxious odors or enticing aromas.

slide-92
SLIDE 92

Nam e One Thing You Learned

slide-93
SLIDE 93

SHEAKLEY HEALTH & SAFETY SERVICES BRAD WEBER BRAD.WEBER@SHEAKLEY.COM 1-800-877-5055 X 2014 ONE SHEAKLEY WAY CINCINNATI, OH 45246