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A culture of safety is defined as The sum of the efforts of every member of the organization to maintain a safe environment in which participants learn from past mistakes. (Read: COLLABORATIVE LEADERSHIP)
Mistakes are okay (I will dig into this in a later posting). It is ok to make a mistake, and as a leader it is okay to point out the mistakes others make, so long as you do so in the appropriate setting. When it comes to safety, a culture is key. So how do we allow each other to make safety mistakes while influencing the whole to do the exact opposite? Before an incident:
After an incident:
It is important to remember that safety related incidents can be embarrassing for the team member(s) involved. Punitive measures may be necessary but chasitizing or otherwise humiliating an employee, either privately or publicly, will not encourage a culture of safety. In fact it may discourage communication about safety topics or make them seem taboo all together. As a leader, you must set the tone for the adoption of safety principles. If you are able to openly and honestly communicate with team members before and after a safety incident, you are using a collaborative approach and you are helping to build a culture of safety. You can tell a good boss by how they treat other people. A good boss will stand up for you, trust you, listen, and tell you the honest truth.
What is a collaborative leader?
Being a collaborate leader means empowering your TEAM to work as just that, a TEAM. With every conversation you should ask yourself the following questions: “Did I approach this interaction with an open point of view?” “Is there a way for this interaction to add value to our organization?” “Is there a way for this interaction to empower both parties?” If you answer yes to all of these, you are thinking like a collaborate leader. |
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