Transcript ISBAO – Building Blocks to a Better Safety Culture

Safety Management
System
Key to a Positive
Safety Culture
International Business Aviation Council
Lots of Cultures
Culture
Culture is the learned and shared
assumptions, values, and beliefs that
result in the behavior of an
organization
 The values, beliefs and behaviors of the
group
 The collective programming of the group
 "How we do things here"
 What is acceptable and what is not
acceptable
 The driving force of the organization.
John’s Definitions....
An organization's - Operating system
 Glue
 Lubricant
 Communications system
 Motivation
 Reference.
Cultural Factors
 management’s actions and priorities
 policies and procedures
 communications style
 safety planning and goals
 actions in response to unsafe
behaviors
 employee training and motivation
 employee involvement and buy-in.
Positive Influences
 Recognition of merit
 Individual initiative
 Risk management
 Adherence to policy and
procedures
 Open communication
…Or not!
How’s Your Culture?
 All hands evaluate actions in terms of
potential risk
 Management walks the talk on SMS
 Open safety communication prevails
 No “blame game” regarding mishaps
 Under-staffing, inadequate equipment,
inexperience, patchy training are
addressed in terms of risk
 Feedback regarding known deficiencies
is freely disseminated
See James Reason’s “Score your Safety Culture."
Organizational Culture Goals
 Cultures - Informed Culture
 Learning Culture
 Reporting
 Just
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Open
Communicating
Aware
Collaborating.
Safety Management System
A systematic approach to
managing safety, including the
necessary - organizational structures
 accountabilities
 policies
 procedures.
SMS
---
The Core
 Policies
 Risk management
 Safety Assurance
 Safety promotion.
Building/Improving Culture
 Informed
 Learning
 Reporting
 Just




Open
Communicating
Aware
Collaborating
Building a Culture
 Find a central, overarching theme
 Commit, especially at the top
 Create goals
 Implement through teamwork
 Work it
 Admire it
 Grow it
 Easy, right?
 Well, no….
Ways and Means
What we need is a radical
transformantion…
 Fresh new thinking
 Top level support
 Commitment at all levels
 Teamwork
 Consider organizational development
Organizational Development
Systemic learning and
development strategy
intended to change the
basics of beliefs, attitudes
and relevance of values and
structure of the current
organization…it’s a --
OD Basics
 Keep workers aware of the organization’s vision
 Enable/empower employees to solve problems
 Encourage individuals to participate in planning
processes
 Create an enthusiastic working environment
 Replace formal lines of authority with a
collaborative environment
 Build trust, cooperation, and
communication to achieve
organizational goals.
Commitment
 “Spark plug” needed
 Flight department
management
 Company
 Flight department
Provides a common purpose, a goal.
Implementation
 A team effort -Learning together
Exploring the possibilities
Probe issues
Devising standards,
processes, procedures
 Question provisions
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 Learning a common language
 Sharing the experience
 Pride in accomplishment -… sounding very cultural.
Making it Work
 Safety Policy – from the top
 Education – learning together
 Using it
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Building the Safety Risk Profile
HITS, FRATS, Internal Evaluations…
Sharing ideas – expanding the language
Management reinforcement
System feedback
Evaluating/modifying the product
Talking the talk, walking the walk
Seeing the team’s system work.
Are We There Yet?
 Informed – lots of information
 Learning – every day
 Reporting – swamping the safety guy
 Just
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Open – listen to the chatter
Communicating – they’re talking risk!
Aware – this bears watching
Collaborating – certainly
selected groups
Leadership check…
See What We Built…
 Day-to-Day…
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Walking the talk
Questioning the system
Learning as you go
Refining processes and procedures
Improving the product
Seeing it produce the desired effects
Discussing its attributes
Surprise! You built a culture….
Point of Emphasis…
It begins and ends with
all levels of
 Not management, but it helps
 Not involvement from HQ, but it helps
 Not funding, but it helps
 Yet, interest in culture can be
kindled from below.
Maintaining the Culture
 Follow the company policies,
processes and procedures…
 Communicate, communicate,
communicate!
 Manage SMS like your life
depended on it – it does!
 Seek feedback – formal & informal
How’s their culture?
Get Started!
www.ibac.org
 +1 514 954 8054