Transcript Achieving Situation Awareness

Copyright SIEP B.V.
Copyright SIEP B.V.
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
Technology
and standards
HSE
Incident rate
Management
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•
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Systems
Engineering improvements
Hardware improvements
Safety emphasis
E&H Compliance
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Integrated HSE-MS
Reporting
Assurance
Competence
Risk Management
Time
•
•
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Behaviour
Visible leadership / personal accountability
Shared purpose & belief
Aligned performance commitment & external
view
• HSE delivers business value
Improved
culture
The Safety Culture Ladder
GENERATIVE
(High Reliability Orgs.)
HSE is how we do business round here
PROACTIVE
Safety leadership and values drive continuous improvement.
Increasingly
informed
CALCULATIVE
we have systems in place to manage all hazards
REACTIVE
Safety is important, we do a lot every time we have an
accident
PATHOLOGICAL
who cares as long as we’re not caught
Increasing Trust/Accountability
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
7
SCORE
6
6
5
5
4
3
3
2
2
1
1
0
PATHOLOGICAL
REACTIVE
CALCULATIVE
PROACTIVE
GENERATIVE
Average Score Per Organisational Dimension
PATHOLOGICAL
REACTIVE
CALCULATIVE
PROACTIVE
GENERATIVE
16
14
12
Score
10
8
6
4
2
0
A
B
C
D
E
F
G
H
I
J
K
L
M
Organisational Dimensions
N
O
P
Q
R
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