When you think of your organization approach to safety, what picture comes to mind? As a safety professional or someone who is committed to safety, take your personal opinions away. Take the 50,000 foot view of the culture. If your safety climate had a mascot what would it be? What would it look like? Was it good? Was it bad? Was it funny? Was it sad?
Your organization is a series of micro cultures of the pockets personal experience. The individuals working each day are a key determination of how that culture functions and its motivation. Here is another vision question: On any given day, how you categorize or picture the typical leader in your organization? What is their mascot? What is their theme music?
These are strange questions, but they create an interesting outcome of what your safety climate is telling you and how that culture is affecting key results.
I love the lean process. Here are a few quotes from W. Edwards Deming that will help illustrate the point that I have not yet made. 🙂
“A bad system will beat a good person every time.”
“Your system is perfectly designed to give you the results you’re getting”
In my experience, there are really four key organization that are present based on the people that are leading those pockets of influence.
I hope that we can all agree that a safety person or even a safety team cannot be the key safety cultural influencers in the organization. It is the leadership and the front line supervisors that make those decisions and drive the safety climate of a site, company, or organization. Each day with each decision, the safety culture is shaped and molded into the presentation and personality of those leaders.
Now think of which of these four categories your supervisors fall into. What about the company? What about the organization? How does each feed into the other? How do these traits affect the overall safety system that is in place? What does it mean for the future of the safety system?
I have lots of questions. These are the same questions that I ponder each day. It is through understanding that we as safety people can start to make adjustments in how we manage. This drives the evolution of the safety systems.
For the next few months, I will focus more on these drivers of success and/or accepters of failure, some of the tools I have used, and some of the adjustments that can be made to help adjust, improve, or accelerate the culture of the team.