How refershing to see someone actually challenging the traditonal methods. I have always thought that the threat of legal action was a strange way to gain understanding and compliance. After all it doesnt seem to work very well for most of the rest of our life in society, so just why do we think it will with that strange group of beings that we call managers. (Don't say it too loud but I think they may actually just be people like us you know)

I have used several approaches in the past.
A scenario based on a commercial change, an acquisition, a move to new offices, major down sizing sort of stuff, a new workshop, a new product; whatever is reasonably common or relevant to the group. Then run the session as a management planning meeting and pick out the H&S aspects/impacts; things they can use to help their business decision making. (Risk assessment, training, ssow etc etc.)

Using a facilitator can also be very useful. Whether this is someone from within or a external specialist is a personal choice; it is the skills of the facilitator that are important. I have often observed that managers cope more effectively with being "directed" if the person facilitating the session is either senior to them in the organisation or " an external specialist" there to help the process rather than define any content. Even though you may have those skills yourself I would say that unless you are absolutely comfortable in your relationship with and mutual respect for your management team then using a facilitator is a good way to go. I have worked with HR colleagues for example using them as the facilitator to good effect. One most enjoyable session was focused on accident investigation where with the help of HR we set up a whole package of role playing culminating in each goup reporting their conclusions to the group. Only time we mentione the law directly was to brief them on RIDDOR requirements. From that date forwartd , accidnet reports and investigations arrived to a good quality
just the same as their production reports etc.
Anyway enough bumbling from me, good luck with it.

Hi JW - considering these are sensible and responsible people how about ...

• Setting up a group case study and get them to answer a number of q's you set in an open forum.


• draft the subject matter you want to cover on a real incident (in house or not) based on a company incurring injured employee, damage, extensive delays etc


• develop an open question on each topic heading to require investigation from them


• who were the people who may have been responsible and who were the people who may have additional work as a result of it, in each organisation (a few breaches of HSWA and some Regs) use similar titles to them –Sales Mgr, Quality Assurance, Site Mgr, Finance Dir, CEO


• what caused the accident – (immediate and root cause – not forgetting each sides causation factors on the overall event)


• Losses incurred – (insured /uninsured, get them to estimate loss as a £ and factor in some profit % to see how it has affected the bottom line)


• give to the participants 5 days before the session to research with sign post web links (ie HSE or similar sites)


• Divide group into teams representing 2 organisations involved in the incident – (you know who to put where!)


• Set up a mock hearing or contract meeting (no need to worry about authenticity as they will enjoy battling each other and point scoring in front of senior mgmt).


• Invite AN Other IOSH colleague to play Judge (and protagonist!)


• Run the event without waffle and spinning out – remember they have done the learning already from the research – this is a consolidation exercise. Managers will appreciate being treated with respect - including consideration of their time.


• Pick up copious CPD points and retire with colleague for a well deserved drink

Syndicate Steve

Ps remember the 5 P's of training, this is not a cop out in terms of preparation!