Safety Leadership
Training
"Leadership is the ability of a single individual, through their actions to
motivate others to higher levels of achievement!"
“A MANAGER focuses just on getting
a task done, a LEADER focuses
on getting it done in a way that gives employees a feeling of accomplishment
and willingness to follow the leader again.”
Leadership
is a job requirement:
- Supervisors have a major influence/impact on;
–
Regulatory
compliance,
–
Meeting the
safety goals,
–
Injury
prevention,
–
Absenteeism, and
–
Workers’
compensation costs
The Supervisor is:
•
First point
of contact: EH&S policies
•
Supervisor
direct impacts employee performance:
–
Enforce
compliance with EH&S policies
–
Communicate
expectations
–
Set the
proper example
–
Follow the
policies, procedures & rule
•
MUST have a
PROFOUND Knowledge of policies and procedures to prevent serious or
life-threatening situations
What do employees want from their jobs?
- Appreciation
- Recognition
- Involvement with the company
- Comfortable work environment
- Money
Are You
Coaching Safety Behaviors or Just Enforcing the Rules?
If we want to
motivate them toward higher levels of commitment to their own safety and the
safety of those around them then we have to move beyond compliance-based
coaching. We must change the focus of our coaching from compliance-based
behaviors to safety leadership behaviors.
It's mostly about building TRUST
Building
employee engagement for a stronger safety culture
Understanding
and using safety-leadership styles
Developing our
“leadership presence” in safety communication
To build TRUST, you must EARN the employee's RESPECT
- Respect isn’t automatically given to a leader because of authority
- You have to earn respect and confidence of personnel working for you by setting a good example.
- Lead your workers; don’t drive them.
- Always remember, everyone wants to be treated as an individual that has worth.
- Emphasize each person’s importance in getting the job done.
REMEMBER to teach the individual - not to embarrass
- Praise in public
- Reprimand in private
PROMOTE IMPROVED PERFORMANCE
- PROVIDE FEEDBACK TO YOUR PERSONNEL
- TWO TYPES OF FEED BACK ARE?
POSITIVE
AND CONSTRUCTIVE
- REWARD YOUR SAILORS
When employees do not seem to be following directions,
·
perhaps they didn’t understand the
directions
·
they may not realize that the
supervisor is giving them an order.
**My pet peeve
is a supervisor who reprimands or blames an employee for not working safely
when the employee did not even get any training on the Job Safety Analysis so
the employee would know the safe way to perform the tasks!!!
Or another good one is when you throw all the employees in a hot break room for training on a Friday just an hour before the end of the shift. How effective do you really think the training will be? It is the end of a long work week, employees are hot and tired and ready to get home to start their weekends. They won't be paying much attention.
