By using this site you agree to our use of cookies. Make it tangible by communicating stories and analogies. How our Networks will benefit your organization. Take other managers with you. Ask: ‘How did this happen?’ not ‘Who’ and not even ‘Why’. Virtually everyone would agree that a strong relationship between employees and management is critical for strong safety performance. This field is for validation purposes and should be left unchanged. Always treat every firearm AS IF it were loaded. (This will take time for you to learn and discover.). They typically point to specific company policies or procedures that establish the “dos and don’ts” of performing these activities or tasks. What can our workers count on us for? This is the opposite of how most managers “lead”. Question 1. Breaches of these rules will put your life in imminent danger, will be investigated and may result in disciplinary action or dismissal 1. In your role as a manager, do so when the pressures of cost, productivity or schedule threaten to cloud your judgement and shape the action or inaction of others. These titles signal their imperative. How would you answer this question – If cardinal rules are critical to safety performance, and management makes the vast majority of pivotal safety decisions, why do we generally not see cardinal rules for management? e.g., reduced direct and indirect costs of incidents, reduction of the bureaucracy of your HSE organization and improved safety performance. Lead Poisoning & OSHA: Is it Time to Reconsider? Unfortunately, safety engineers seem to think that humans serve systems. This is the nature of turbulence when rules don’t fit context, change and adaptability. Perfection is not the goal, learning is. If you want your organization to improve, you must get workers into a different place from their everyday activity and listen, really listen to them. Be clear for yourself: What kind of a leader do I want to be? Administer caring justice: Stand up for rectifying the harm and restoring what has been lost, not retribution. Secondly, there is virtually universal agreement that strong engagement with employees is critical for an effective safety program – they know “stuff” management never will about performing work, unless we talk and learn together. OSHA says that “Employees who refuse to comply with occupational safety and health standards or valid safety rules implemented by the employer in furtherance of the Act are not exercising any rights afforded by the Act”, and discipline will usually not be regarded as a prohibited discriminatory action. This website uses cookies to improve your experience while you navigate through the website. Please complete your details below: By submitting your email address you acknowledge that you have read the privacy policy statement and that you consent to JMJ’s privacy practice as described in the Privacy Policy. Western Occupational Safety & Health Network, Global Health, Safety & Environment Forum, European Union Health, Safety & Environment Forum, Asia Pacific Health, Safety & Environment Forum, © 2019 ORCHSE.com | 2021 L Street NW Suite 101-357 Washington, DC 20036, From Our Webinar Series- Surviving the Pandemic, OSHA Memorandums on COVID-19 OSHA Enforcement, OSHA’s Standard Improvement Project (SIP) – SIPs IV, Interpretation of OSHA’s Confined Spaces Standard. Purposes and should be left unchanged the cookies we use and how delete. Information on the cookies we use and how to delete or block.... Than 25 years of industry and consulting experience cookies are absolutely essential for the to... 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