Safety Leadership Training

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?

1. Appreciation
2. Recognition
3. Involvement with the company
4. Comfortable work environment
5. 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.