4. 17/05/2017
4
‘The relationship between board
members and senior executives
provides the structure through which the
vision and commitment to safety is set’
(FERGUSON, 2015)
SYSTEMS ARE
ABLE TO
SUCCEED UNDER
VARYING
CONDITIONS
(HOLLNAGEL, 2014)
AN INVESTMENT
IN SAFETY
IS
AN INVESTMENT
IN PRODUCTIVITY
(HUDSON, 2001)
6. 17/05/2017
6
‘What are the actions that you would
expect to see from the leaders in your
work area, and across the organisation
that would demonstrate to you that they
are committed to your health and safety
at work?’
11. 17/05/2017
11
Dr Who are you?
Dr Who are you?
BE VISIBLE,
ACTIVE
BE INCLUSIVE,
CONSULTATIVE
BE SMART WITH
RESOURCES
BE ACCOUNTABLE
BE INQUISITIVE
12. 17/05/2017
12
‘Build their belief in their capacity to execute
behaviour necessary to produce specific
performance result.’
(BANDURA, 1977).
Level 1 2 3 4 5
Monitoring
and
Intervention
Rituals and
Coaching
Conversation
and
Consultation
Empathy
and
Innovation
LEADERSHIP IN ACTION
13. 17/05/2017
13
Level 1 2 3 4 5
Monitoring
and
Intervention
Complete Risk
Factor Protocol
(1/week)
Complete Risk
Factor Protocols
(3/week)
Complete scheduled
/ target for Risk
Factor Protocols
Call to Action
Structured follow-up
of deviations/ non-
conformity observed
during risk factor
protocols
Complete Risk
Factor Control Check
or Formal Review
(2/yr)
Rituals and
Coaching
Monthly
workplace/floor
walk
Attend a Quarterly
debrief session
Weekly
workplace/floor
walk
Attend a Monthly
debrief session
Weekly
workplace/floor
walk
Attend a weekly
debrief session
Annual coaching
session by Leaders /
Supervisors
Host annual wellness
event
Bi-annual coaching
session by Leaders /
Supervisors
Host bi-annual
wellness event
Conversation
and
Consultation
70% weekly team
meetings conducted
& documented
90% weekly team
meetings conducted
& documented
Team Call to Action
based on safety
debrief / protocol
feedback
Leaders /
Supervisors
participation in team
meetings (1
team/yr)
Leaders /
Supervisors
participation in team
meetings (2
teams/yr)
Empathy
and
Innovation
Quarterly
Appreciative Inquiry
with support
resource (OHSD)
Theme: Difficulties
Monthly
Appreciative Inquiry
with OHS Manager
Theme: Difficulties /
Success
Share/present
learnings from
Appreciative Inquiry
(Annual)
Share/present
learnings from
Appreciative Inquiry
(Biannual)
Support an
Appreciative Inquiry
in an external
organisational unit
(1/yr)
LEADERSHIP IN ACTION
GOALS
RULES
FEEDBACK
(FOX, 2014)
PURPOSE
MASTERY
AUTONOMY
(DECI & RYAN, 2000)
~
~
~
14. 17/05/2017
14
What are the work conditions you feel
you just have to tolerate around here?
fine
earn
eam-up
ct