Creating your Safety Bubble™
By the end of your employee's journey with us, they will not only be highly motivated and operating in a much more safeer way, but they will have gained the following qualifications.
Front Line Supervisors- IOSH accredited level three "Safety Coach". Operatives- IOSH accredited level two "Safety Champion"
We utilise this face to face time with the employees to explain the structure of the training programme. This phase introduces the initiative to the employees and allows for feedback. It is delivered in such a way that ‘buy in’ is achieved from the start and as such, the roll out should be championed by the company to enthuse the delegates about the programme.
Phase 3 Deliver
This is where the Safety Bubble™ campaign begins in earnest.
As well as measuring the employees against set targets, this is where we offer ‘on site’ one to one coaching and mentoring skills to all front line supervisors. You will agree, this is essential to ensure that all skills are being implemented in the way that has been agreed (measuring stage). The front line supervisors will be aware of these support and improvement sessions, and these are critical to the success of the whole project. By holding them on site, we can see in real time how they are implementing the skills and techniques in a ‘live’ environment and we can improve them instantly if needed.
Also, the ‘Ask me’ initiative is utilised here to ensure that we have the best chance of success by adopting a positive approach to improving and measuring safety on site.
Front Line Supervisors are the people who are directly responsible for communicating, controlling and motivating the workforce (operatives) or who have an impact on operatives through engaging with other Front Line Supervisors.
Research has proved that empowering this middle layer, so that they act correctly, is absolutely crucial to achieving long term change and cultural improvement.
Also, we focus on when Front Line Supervisors from different job roles work alongside each other, they do so in a way that is beneficial for the company in the long term, rather than for the individual in the short term
Operatives, front line workers, employees at the sharp end, whatever you call your own employees in this position, they need investment in training just like everyone else, if you want THEM to achieve YOUR objectives.
From working with other High Pressure Organisations, we have developed an initial four pillar staged approach that allows for employees to feel part of the company and makes them feel needed, which increases productivity, staff retention and increases safe behaviour out on site.
The first phase is an organic growth system where we up skill the employees one skill at a time. The modules are spread out so that the employees can practise what has been taught before they learn the next skill. By understanding themselves first, and then each other, this phase is designed to enable an instant acknowledgement of what is best for the company in the long term, rather than the individual in the short term.
All courses in phase 1 are one day in length.
By working through the LEARN phase together, as well as developing personal and team awareness, many barriers will already be broken down between different groups of frontline supervisors that are required to work together who can sometimes clash.
The emotional phase is to get them to work and respect each other. As if they can do this, then more positive actions will occur on site, which is what we want! You will agree, they are more likely to work ‘with’ someone they have formed a bond with, as opposed to work ‘against’.
In order to develop, they need to understand how and why they operate and function as individuals and what their own strengths and areas for improvement are. We also look at what skills they feel they need in order to optimise their own performance.
We look at how a workforce should see a leader from the moment that they turn up on site. Discovering what effective leadership is as well how leadership needs and styles can, and should, change due to the surrounding environment.
Feeling valued creates productivity and retention. Learning how to control their own pressures and reactions, so that they can operate effectively, and ensure that their own and their teams' productivity remains optimised.
‘Just do it as I say so’ has never and will never be the best way to deliver safety messages. How to approach the delivery of safety messages and requested associated behaviours is explored here. Emphasis is placed on the T (team) as by embracing the company’s objectives, more will be achieved than in the pursuit of individual goals. Learning how to ‘sell’ safety messages is critical to long term success.
Providing critical communication skills which enable all supervisors to understand the audience and effectively deliver messages and information, and then to ensure that the messages are received correctly. We look at how emotion and the working of the brain plays a big part in communication.
Energise and Develop
Shouting and fear only motivate for so long. This explores how to motivate teams and themselves in all types of working conditions. A package designed to imbed how teams can improve productivity as long as some basic needs are met.
Most workers are happy if they can develop a ‘well, at least it’s fair’ type attitude. Creating a ‘fair’ workplace is an area that is developed during this course. Dealing with potential incidents in a way that does not affect productivity or the emotional state of employees are two areas that are also explored.
Promotion is an area that most operatives feel strongly about. They feel it should be based on skill sets rather than ‘who you know or are related to’. Classroom and outside based exercises that will highlight potential leaders for the future. Utilising this unbiased system, the company will benefit due to having real time performance data to compare. This will also help retention and employees know that promotional decisions have been made on merit and they have something to aim for.
The objective of this workshop is to imbed thinking and reaction processes as part of the ‘Selling Safe-T’ programme. Outdoor Exercises will be utilised, where instructions are delivered, and we try to breach limitations at various stages of each task. Awareness skills and adherence to procedures, and ensuring the adherence of others to these procedures are the core elements to this training.
Simply being listened to has a major impact on self motivation and retention. Knowing how to think through an idea, thinking of how to present it, selecting a correct time to do it, and then checking understanding are all skills that are needed by an efficient workforce. By knowing how to approach a conversation (meaning it’s got more chance of being listened to and actioned) will ensure that they feel valued as part of the team, rather than frustrated as they feel that no one is listening to them.
Behaviour Awareness Workshops
A highly interactive workshop that has proved really successful in the past. It allows us to highlight inappropriate behavioural actions that some people will recognise in themselves and others. By doing it in a ‘fun’ way, some specific employees have the space to think and acknowledge the way they behave without any negative connotations. This allows positive reflection and improved behaviour usually follows. I would recommend developing a bespoke suite of company branded short videos here, utilising us as well as prominent company employees. This has proved many times to create a more enjoyable experience as well as achieving greater results.
The ‘Gravity’ package. Outdoor communication exercises (two days with an overnight bonding exercise)
This is designed to ‘pull’ all of the learned skills together to form a central core, a core that makes a difference, a core that forms a standard of behaviour. All of these exercises will be based on the fact that everyone is needed in order to achieve the task (Crew Resource Management). This phase allows real time practical implementation of all the skills that have been learnt over the course of the package. We will deliver this in an environment with a purpose built training facility. The main emphasis during this phase is that reliance on others is needed to achieve our goals.