Jürgen Tietz Professional Speaker & Thought Leader

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Copyright: Jürgen Tietz ANDA Manufacturing CC T/A e-Khuluma Edenglen, Gauteng, South Africa

Tel: (011) 452-0727 * Cell: 082-565-8604 * eMail: jurgen@anda.co.za * http://www.jurgentietz.co.za/

PEOPOLOGY IS NOT ABOUT CHANGE, BUT SUSTAINABLE TRANSFORMATION

(Leader’s roles and responsibilities in terms of SAFETY)

It is a myth that leaders have to motivate their employees to work. No one can motivate someone else, because motivation is an inside job. At best leaders can inspire their followers. This is especially true for safety. The leaders are responsible for creating an environment which enables and empowers people to work safely. They have to provide the resources. These are things like making time and spending money on helping employees to do their jobs, including systems and equipment.

The leaders have to, furthermore, give direction and purpose to their organization. They have to give their people ‘THE SAFETY DREAM’. Based on the Simon Sinek’s Golden Circle, the employees in most organizations know WHAT has to be done in order to work safely. They also know HOW it has to be done – the rules, procedures and standards. Most companies have got induction and training programs in place to cover the WHAT and HOW. The core of the Circle, which is missing in most companies, is WHY it has to be done. Employees do not really understand and accept that safety is a fundamental part of the operation / process.

Many employees are doing things, because they ‘GOTO’ – feel obliged to comply with the company rules, instead of ‘WANTO’, because they believe in the purpose.

It’s not hard to do the right thing, It’s hard to know what the right thing is.

Once you know, once you know what’s right, It’s hard not to do it.

TRANSFORMATION BY PEOPOLOGY

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Copyright: Jürgen Tietz

The acid test here is if your employees are ‘taking safety home’. Are they working to a different set of standards when they are leaving through the factory / mine gate for home? If that is the case, you end up with a no-win situation in terms of safety. People cannot do a daily yoyo when they pass through the gate. We are creatures of habit and we cannot work to two different sets of safety habits, period. What are you doing to make your employees ‘take safety home’? Are you spending a sizable portion of your safety budget on addressing this anomaly? Establishing and sharing the ‘DREAM’ is not enough to ensure lasting transformation. The leaders have to take ACTION and be seen to take ACTION, in order to sustain the transformation. They have to beware that employees do not see the transformation as a short term campaign, but rather as a permanent change.

Nothing moves people more than ACTION, And nothing is more powerful than prompt, pro-active ACTION.

The leaders have to become SAFETY VIP’s – V isible Involved Pro-active. They have to look to see, both the dangers and the opportunities. Visible means see and be seen. They have to listen to hear what those people ‘who push the buttons and use the tools’ are trying to tell them. They have to be a role model. They have to manage on their feet and not on their seat. The followers look at how much time and money the leaders spend on the change effort, to judge how serious the leaders are about the transformation. Involved does not mean writing a report after an audit. Involved means using the leadership power to take ACTION and provided resources with priority. Pro-active means walk your talk all the time and not only after an incident = re-active. The leader has to be like the lion, who establishes the territory, sires the young and does NOT hunt. The hunting is done by the followers. Purely by his presence, the lion establishes respect and influences the behaviour of the pride. I use the term Peopology to describe the art and science of moving PEOPLE into taking ACTION, especially when it comes to SAFETY. Understanding and mastering this all-encompassing and critical life skill is the key to success in all spheres of life, but especially so in sustainable change or transformation. Peopology is an art because it deals with the human side of life skills, often involving the so-called soft skills and emotional aspects of moving people into taking ACTION. Peopology is also a science because it is about the tools and techniques, systems and procedures, etc. which help to move people into doing things – into taking ACTION. Taking ACTION, in the peopology sense, does not mean an endless round of activities (meetings and so many other often fruitless corporate activities) that don't produce results. PEOPOLOGY is about ACTION that gets RESULTS, period!

TRANSFORMATION BY PEOPOLOGY

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Copyright: Jürgen Tietz

Here is a model to unpack this in more detail. The shape of a triangle, with its apex pointing upwards, denotes one of the most important aspects of leadership, which is: the ability to envision the future and have an end goal in mind and to act on that, namely to become more productive in business as well as in life. However, all these elements in themselves achieve nothing, unless they are driven through ACTION!

That is the purpose of the circle, a continuous process. The Words in the circle are ACTION words, some of the most important things that a leader should be doing every day, in order to lead - a second nature of effective habits . It is worth noting that these ACTION words have in essence a ‘giving’ nature, because the leader is giving trust, respect, help, empowerment, etc. This represents the selflessness and caring role of the leader. The shaded portions are ‘cementing’ together the core with three fundamentals to effective relationships and thus leadership. Any relationship in which one of these fundamentals is lacking, is doomed to failure, in the long run. These basics apply mutually to the leader as to the followers. In addition, they have a reciprocal effect. TRUST People won’t go all out unless they are being believed in. Do you believe that your people can be trusted to do the work safe, provided they are able and empowered to do so? Or do you feel they have to be watched and supervised all the time? INTEGRITY Your followers will only honour your power if they believe in you and your integrity. Do not say the right words and then behave differently. People are our most important assets and yet we do not spend time showing our people that we really care for them. ACCOUNTABILITY Ensure that the requirements are clear, demand and expect that your people take responsibility for their performance and answer for the results. At the end of the day we have to stop talking and focus on delivering! This is the ‘tough love’ of leadership.

TRANSFORMATION BY PEOPOLOGY

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Copyright: Jürgen Tietz

Below is a more detailed explanation of what is meant by each of the ACTION words in the model. FIX the process and equipment and take responsibility. A bias for ACTION, overcoming inertia to get movement. Not a quick fix, but permanent solutions, quickly! COACH your team and help individuals to grow in their abilities, skills, competencies, knowledge and self-assurance. BUILD team work and individual growth. Give “Einspruchsrecht” (the right to part take in decisions which affect them). HELP the primary function is to give and grow the subordinates by delegating, supporting and coaching. EMPOWER by providing a vision, information, skills, and opportunities. Set clear requirements and encourage risk taking but then hold individuals accountable. INNOVATE challenge existing paradigms and inspire creativity and have fun. KNOW what to do, but then again know your limits and use the strengths and special skills of others - Doing, ACTION is the key. SIMPLIFY see the big picture, select the right things, set the course and communicate and maintain it. Be proactive and prioritise first things first. CHANGE be a change agent, continuously looking for opportunities to enhance the operations and in particular the SAFETY aspects of the operation. Design in safety! ENVISION People want to follow others who know where they are going. Set goals and keep the end in mind. Share ‘The SAFETY DREAM’. LISTEN listen more than you speak. This is a cornerstone of communication and establishing rapport. RESPECT the unique skills, ability and the years of experience, as well as the potential of your people. RECOGNISE telling people how you feel about what they have done is important, as they look up to you. CARE People will put their hearts into their efforts, but only if you genuinely care for them and are truly interested in their welfare. RELATE establish sound relationships - the mortar of organisations.

TRANSFORMATION BY PEOPOLOGY

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Copyright: Jürgen Tietz

To achieve lasting change or transformation in your SAFETY CULTURE, pursue the following steps:

1. Establish a sense of urgency

2. Form a core team of the able and willing to drive the transformation

3. Create the vision or ‘The SAFETY DREAM’ and WHY safety is important.

4. Share this DREAM widely and often. Walk the talk. See and be seen.

5. Accept: you have to live with chaos until the transformation is bedded down

6. Accept: you may not get there in the short term, but it is worth it, ultimately.

7. Look for champions and pockets of excellence to nurture and recognise.

8. Look for and celebrate short term wins. ADDITIONAL READING: “Leading Change” (Why Transformation Efforts Fail) by John P Kotter www.hbrreprints.org “Sailing The Seven Cs of Change” by Phil la Duke http://philladuke.wordpress.com/2012/12/01/sailing-the-seven-cs-of-change/?goback=%2Egde_2090777_member_191801121