Hi everyone, 
I am preparing for safety culture training which wil be delivered to management staff. 
Could you share ideas of  any interactive task for them? Less power point, more interactive moments.  Maybe you have been on that kind of traings or you are providing?

Thank You!

Carl.Riva Your digest of training looks excellence. I had to be really interactive session. Was it sesssion for production staff?

Originally Posted by: Maciejpl

Carl.Riva Your digest of training looks excellence. I had to be really interactive session. Was it sesssion for production staff?

Thinking about yours.... Start of doing a social experiment on them. get them to think outside the box. this will throw them as they are expecting a Health and Safety lecture. Bring the results from the social experiment into safety culture, like A Kurdziel said, start the exercise of a scenario, look through your incident reports and build one from that, but make it bigger. of course, leaving out names and so on (GDPR).

Hi,

As you are talking about safety culture you want to really get them thinking about why people do and don't do things. What would drive someone to do something which we think is unsafe, why would someone not wear their PPE or report an accident.

Get them to step out of their own shoes and into the role of an employee; see if they can identify the positive reasons someone would have for doing something unsafely. You can relate this back to something they might do themselves. Speeding in a car for example, we know is dangerous and against the law and what can happen if you crash or get caught, but we do it anyway. Why!? because it will get us there quicker, some people like the rush of speeding, peer pressure (showing off in front of friends) etc

You then flip it and get them to tell you the reasons to not speed. Whats in it for you to not speed? You won't get caught or points and a fine, or even crash and die would be most peoples reponse. But thats a risk and you weigh up those odds and since it hasn't happend before, but speeding gets you to work ontime, why would you not speed.

So you could then ask, there are more poisitive reasons for us to speed than not to so how would you, armed with that knowledge stop someone from speeding. What would you change? any change would need to be positive to the person to have the biggest effect.

How many people quit smoking because of the pictures they put on the packets of damaged lungs compaired to how many stopped because they put the price up? Lung cancer meh won't happen to me an if it does thats when im old. Wow smoking is expensive now, if I stop I will have more money to spend on other things this week. Whats known as a nudge effect (worth a Google).

You can relate this all back to safety what changes they can make as a Manager to change cuture at the core level, how by looking at how they write documents, delivery training, talks and shift brifts. Negative statements don't work, positive ones do.

What you do will really depend on what you and your managers think safety culture is all about. I feel that a lot of people confuse it with behaviour, which although related is something different. Also, I don't think there is much mileage in looking at past incidents because they just tend to illustrate that a culture may have been lacking but give very little idea about how it can be improved. Similarly reference to legislation will not help because a good safety culture requires you to almost set legislation aside so you can concentrate on what you really need to do to ensure safety.

I do think the HSE checklist is useful, but I have just noted that the link from my post may not be working properly. Here it is again

http://www.hse.gov.uk/foi/internalops/fod/inspect/mast/safetychecklist.pdf

I think Ray is right. When people talk about “H&S Culture” often they are really talking about  behavioural safety- the things that staff should be doing (or are encouraged to do) to ensure their own safety. Culture is more about (based on Deal and Kennedy’s definition) “how things are done around here”.  An organisation is basically a load of people making decisions and how they make those decisions is the culture. This relies on what information they have to make those decisions and the risks (H&S or otherwise) that those decisions entail.  It reflects things like the organisation’s appetite for risk and its ability to delegate decisions. A key factor is internal comms and how good people are at actually explaining the organisations policies. So for example it might say in the policy, that work should stop if a piece of safety equipment is unavailable but based on custom and practice this might not be the case.