Copyright SIEP B.V.. Understanding Your HSE Culture

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Understanding Your HSE Culture

Understanding Your Culture

What?

A tool that helps to identify gaps in local HSE culture and agree plans to drive performance improvement

Why?

For the welfare of the workers as well as their supervisors we need to achieve Goal Zero

How?

By providing a clear view of both the present and the desired culture, by identifying behaviours that can help to reduce the gap, and by creating a personal Action Plan that leads towards improvement

Company Culture

A strong culture is where everyone:

• Values safety

• Expects the unexpected

• Knows what to do

• Are open to suggestions

• Wants to make a difference

• Believes their behaviour makes a difference for others

And Managers in particular:

• Lead by example

• See the behaviour of others as reflecting their leadership

HSE Performance over time

Time

Inci

den

t ra

te

Technology

and standards

HSE

Management

Systems

Improved

culture

• Engineering improvements• Hardware improvements• Safety emphasis• E&H Compliance

• Integrated HSE-MS

• Reporting• Assurance• Competence• Risk

Management

• Behaviour• Visible leadership /

personal accountability• Shared purpose &

belief• Aligned performance

commitment & external view

• HSE delivers business value

PATHOLOGICALwho cares as long as we’re not

caught

REACTIVESafety is important, we do a lot every time we have an accident

Increasing Trust/Accountability

Increasinglyinformed

PROACTIVESafety leadership and values

drive continuous improvement.

GENERATIVE (High Reliability Orgs.)

HSE is how we do business round here

CALCULATIVEwe have systems in place to

manage all hazards

The Safety Culture Ladder

Oganisational Characteristics Exercise

Read from left to right through the Organisational Characteristics table

Tick your current level as you read through the 18 dimensions (more than one tick is possible)

Not all descriptions are applicable for all organisational levels

Scoring

Use the Score Sheet to calculate the overall score

What are you areas for improvement?

What level of maturity are you aiming for?

Compare your scores with others who were rating the same part of the organisation

Are the any differences?

Where do they come from?

Averaged Score Per Culture Level

1

2

5

6

3

0

1

2

3

4

5

6

7

PATHOLOGICAL REACTIVE CALCULATIVE PROACTIVE GENERATIVE

SCORE

Average Score Per Organisational Dimension

0

2

4

6

8

10

12

14

16

A B C D E F G H I J K L M N O P Q R

Organisational Dimensions

Sco

re

PATHOLOGICAL

REACTIVE

CALCULATIVE

PROACTIVE

GENERATIVE

How The Culture Feels Personally

•Read from left to right through the Examples Of How The Culture Feels Personally

•What will You do to improve the organisational safety culture?

Your “I …” statements

Are they

As advanced as you want the organisation to be?Specific – Are you clear what they are going to do? Visible – Could you film it?Different – Is it a change from what you normally do?Realistic – Are you able to do it?Adequate – Do they match your aspired culture level?Measurable – Can you tell what difference they will make?

Do you need to rethink your “I...” statements?

Personal Action Plan

How can you improve?What are you going to do differently?When are you going to start?How are you going to do it?Who will review it?When will the follow up be?

Is your Action Plan SMART:Specific?Measurable?Achievable?Realistic?Time based?

Full version of this presentation is available to Hearts and Minds

customers.

Full Hearts & Minds presentations include facilitator notes, extra theory, slides and

workshop activities

If you would like to purchase any of the brochures in the Hearts and Minds Toolkit,

please visit www.energyinst.org/heartandminds