affective safety management

7/25/2019 Affective Safety Management

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ect ve a ety anagement

Presented b : Walu o

Direktur Umum PT Pertamina


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contribute because they are expert.

demonstrate you want with your actions,.

You need to demonstrate your

comm men y wa ng e oor anfocusing on, and discussing, safety.


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You wont im rove thin s b tr in to et eo le to

try harder in the medium to long term-you have tochange things.

e sma er o om o e nr c s r ang e, esmaller the top of the triangle as fewer unsafebehaviors means fewer accidents.

Stopping just one unsafe behavior in a behavioralchain will stop the accident.

If you get past the critical level (or tipping point)then safe behavior becomes the norms- and


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able to apply that cleverness effectively..

You are what you do, not what you think.


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Human Factors and Safety

Behavior

other processes but are not a magic bullet.

analysis not blame.

,

enhance any culture improvement approach

. As ever, management commitment is the key

.


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An thin that seeks to focus s stematicall

on reducing unsafe behavior is a behavioralapproach.

Because the focus in on peoples behavior it

can backfire if done clumsily. The more complicated approaches can be

more effective as they utilize more tools.

u a , o course, ma es em more cuto implement and requires more management

.


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Application of Affective Safety

Management

improvement in safety culture. Companies

embrace it.

-

years priority.


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Root Cause Analysis and Just

Culture Human factor is inevitable and we need proactively to look to predict

.

If an unsafe behavior has a soon, certain and positiveconsequences, people will be tempted to cut corners.

With these tem tations to cut corners-where em lo ees CAN actsafely but its inconvenient or uncomfortable-its just a questions ofhow many people will give in and how often. So again we need to

proactively predict it and manage it.

incident or behavior at any time, but fail to ask it, any action youundertake may well be addressing a symptom and not a root cause.

The questions whats show, uncomfortable or inconvenient about

when Im not about?. but with better answers and less negativeimpact.


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People who are given genuine choice and involvement are far

more nvo ve an comm e o any ng you wan em o

do. People often shift an attitude to match their behavior, so if you

- one or two things-youve made a start.

Lead measures predict the likelihood of an event.

Measuring front line behavior is the very best lead measure

Monitoring the quality of behavioral analysis is perhaps thebest measure of the rocesses we advocate here.


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Typical difficulties with safety

Leadership Processes

Ask the right questions

Of the right people

.

Action: plan, do, monitor, review.


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in context work best.

.

The effective use of praise is a key skills.


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Its vital to check the meaning of something as well as the details

.

Use paraphrasing and yes/no questions to close down the ring onpeople whoa are using vague language.

Sa what ou mean and mean what ou sa . Problems dont oaway just because they are avoided.

Not being assertive always backfires in the long run.

You can describe emotions, but you cant show it. ay yes w en you yes an say no w en you mean no.

Critizise in private and praise in public.

Use broken record and paraphrasing techniques to stop waffle.

,this book will come naturally to you.

affective safety management

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