How can you create a culture of safety that values transparency and accountability?

Establishing responsibility, transparent reporting procedures and effective communication are crucial to foster a safety culture. Organize frequent safety training sessions and emphasize the value of accountability by consistently enforcing safety regulations.

Only allowed 750 characters, so my top 3 are: 1. Leadership Commitment: - Ensure top leadership actively promotes a safety-first culture. - Emphasize transparency and accountability. 2. Clear Safety Policies/Clear Expectations: - Develop concise policies, easily accessible and regularly updated. - Communicate safety responsibilities and consequences for non-compliance. 3. Training and Education: - Provide tailored safety training, emphasizing transparency and accountability. - Ensure ongoing education. Make safety specifically a clear VALUE within the organization. If your value statement doesn't mention safety as a value, it is not a value. Don't make safety just a priority; priorities shift.

Safety culture is a challenging topic as it is a subcategory of overall culture. This means that the safety culture is not separated from the culture in which the company is circumscribed. The regulatory and legal framework, the education system, the value of life, the perception of risk, are beliefs and values shared by a society that influence the behaviors of individuals. In countries where transparency is not an estimated value by society and corruption is part of everyday life, it is very difficult to ensure that these anti-values do not transcend the company and the way security is managed.

Em síntese, a transparência e a presta??o de contas s?o essenciais alicerces para o sucesso sustentável, influenciando positivamente a cultura, relacionamentos, desempenho geral, construindo confian?a, promovendo aprendizado contínuo, identificando riscos rapidamente e fomentando uma cultura de responsabilidade, inova??o e tomada de decis?es informadas.

Transparency and accountability, as I've seen, are critical components of safe systems, processes, and teams. Post-action reviews without blame allow for constructive examination of failures, explaining lessons, and cultivating group accountability. Regular open reporting of safety metrics, including minor accidents, fosters vigilance at all levels. Cross-functional safety committees provide varied perspectives, while site inspections demonstrate that I hold myself accountable as well. However, developing interpersonal trust has the greatest influence. When teams understand that I want the truth, not excuses, they share more, allowing problems to be resolved before they become serious concerns.

Meus 3 principais pontos s?o: Estabelecer uma política de seguran?a e compliance contendo regras claras e customizadas de acordo com o perfil da companhia. Saber comunicar a política aplicada junto aos colaboradores de maneira objetiva, estabelecendo metas claras. Compartilhar os resultados periodicamente, incentivando a importancia de seguir à risca a política escolhida.

Transparency has to do with the culture of dialogue and exchange of ideas in which people know that the most important thing is to know the truth and not the punishment imposed on a guilty party. Transparency has to do above all with a sense of ethics and commitment to the truth that can be learned. Transparent behavior can be instilled through penalizing or condemning lying and unethical behavior.

Para promover a transparência, adote uma comunica??o clara, canais abertos de feedback, relatórios regulares e códigos éticos, cultivando uma cultura onde a honestidade e a troca aberta de informa??es s?o fundamentais.

Routine and time bound tool box meetings is one of the proven good practices. Additionally, properly updated amd displayed dashboards to help daily reviews starting with Safety as part of reviewing key performance metrics - goals and actuals

Transparency can be promoted as listed below 1. Cultivate open communication, encouraging feedback. 2. Establish clear policies for transparent decision-making and conduct. 3. Ensure easily accessible information through shared platforms and regular updates. 4. Lead with transparency, setting an example for decision-making and sharing insights. 5. Conduct training to educate employees on transparency and effective communication. 6. Encourage anonymous feedback mechanisms for honest input. 7. Involve employees in decision-making to promote transparency and engagement. 8. Host regular communication forums, such as town hall meetings, for updates and interaction.

One of the most useful visualised tools that one can use to help people understand where their behaviour stands in terms of accountability is the ladder of accountability. Introducing it to people could help to improve safety culture by letting them identify where they usually stand on the ladder and separate typical "victim behaviours" from "accountable behaviours". Looking away from the problem, hiding it under the carpet or blaming others for it is an easy choice, but it takes significant effort and a pre-existing safe environment to feel strong enough to come front and acknowledge reality, embrace it, find practical solutions to face the safety issues and bring people on to help you implement them.

It is essential that bosses lead by example and are able to recognize the mistakes they themselves have made. This way subordinates can feel safe and take responsibility when things don't go well. Making mistakes should not be immediately penalized, but rather a culture should be encouraged in which people express, analyze and exchange about what happened.

Define Expectations:Clearly outline roles, responsibilities, and performance expectations, ensuring a shared understanding of accountability. Align Goals:Connect individual and team goals with organizational objectives, fostering a collective sense of responsibility. Offer Feedback:Regularly provide feedback on performance, acknowledging achievements, and addressing areas for improvement. Grant Empowerment:Allow individuals autonomy in decision-making within their roles to nurture a sense of ownership. Communicate Transparently:Foster open communication about expectations, progress, and outcomes to enforce accountability.

Estabele?a metas claras, atribua responsabilidades, adote avalia??es regulares de desempenho e cultive uma cultura onde a transparência e o reconhecimento fortale?am o comprometimento individual e coletivo.

1. établir des attentes claires : Définir des objectifs et des normes de conduite pour que les individus sachent ce qui est attendu d'eux. 2.Fixer des objectifs mesurables :Des objectifs spécifiques et mesurables aident à évaluer la performance et à responsabiliser les parties prenantes. 3.Mettre en place des mécanismes de responsabilité :Créer des systèmes de surveillance et de rétroaction pour évaluer la conformité aux normes. 4.Reconna?tre les réalisations :Encourager la responsabilité en reconnaissant et en récompensant les efforts et les résultats conformes aux attentes. 5. établir des conséquences claires :Définir des conséquences en cas de non-respect des responsabilités, renfor?ant ainsi l'importance de la responsabilité.

Liderar pelo exemplo precisa ser organico, leve e natural. Os profissionais seguem aquilo que encontram valor, significado, respeito!

O essencial para ser um exemplos é estar atento às necessidades humanas. Para isso, busque a prepara??o técnica, impulsione o comportamento e entenda os anseios de cada pessoa. Lembre que cada um busca objetivos diferentes. O exemplo parte daquilo que as pessoas precisam.

Essencial para o processo. Basta n?o fazer o que dizemos que precisa ser feito, ainda mais falando de seguran?a, e todo o processo está comprometido!

Leading by example is key for safety success, creating a positive workplace vibe. When leaders care about safety, transparency, and accountability, it motivates and values employees. This builds trust and satisfaction, fostering a culture where everyone learns and improves together. But if the boss doesn't follow safety rules, it's confusing. Why should employees commit to safety if their leader doesn't? Consistency from the top shows safety matters, encouraging everyone to make it a priority.

There is a book by Jocko Willink entitle, titled Extreme Ownership.In essence it refers to how bosses should be the first to take responsibility when things go wrong. It is essential that bosses lead in this aspect.

Make leaders to catch what went right instead of beating around the bush on what went wrong. If you focus on what went wrong, then you are focusing only on root cause where the learning opportunities are very minimal.

In my experience, this all begins with regular, engaging safety trainings – not mere reminders or notices. These sessions should culminate in a pledge, a powerful tool for accountability, binding us to a collective commitment to safety. Leadership's role is pivotal; by being transparent about our own actions, we model accountability. On the shop floor, an 'Idea Box' can be transformative. It invites insights from those who intimately understand the risks. The focus should be shifted from placing blame ('who') to understanding and improving processes ('why' and 'how'). Finally, fostering an open culture where contributions to safety are recognized encourages a shared responsibility.

I’ve been fortunate enough to be around organizations that foster an amazing safety culture and ones that don’t. Most importantly you have to have commitment to safety from the highest levels of leadership. If the owner of your factory doesn’t believe in prioritizing safety the supervisor and managers have no chance to succeed. Sadly this is a more common occurrence than you would think, safety is not a number one priority until it’s too late. Than it becomes your #1 priority. Stay proactive and lead a safe organization!

Consider forming a Safety Committee that meets on a regular basis to address potential safety issues. The committee can then assess any issues that they or others see, and assign accountability to those assigned to remedy each issue. Keep a log of safety concerns and prioritize them accordingly. Assign a due date to remedy each issue, and have status updates prior to the due date so you know where you stand. Anyone in your organization should be able to report any potential safety concerns to the committee. You can also contact your insurance company and ask them to come in and do an informal audit. They're usually happy to do a walk thru with you and call out any issues they see that you may have missed. Take a proactive stance

La transparence est importante car elle favorise la confiance en permettant aux individus de comprendre les actions et les décisions. La transparence implique la clarté des processus et des informations, aidant à éviter la dissimulation. Cela renforce la confiance en permettant aux parties prenantes de comprendre les motivations et les actions. La responsabilité consiste à être tenu responsable de ses actes, ce qui encourage la prise de décision réfléchie et éthique. Ces principes sont essentiels pour maintenir des relations de confiance dans divers domaines tels que les affaires, la gouvernance et les interactions sociales. Ensemble, elles contribuent à une gouvernance plus efficace et éthique.