The Role of “Enablement” When Leading Safety-Culture Change

Imagine you’re comfortably seated on a flight that’s going from Chicago to San Diego. Okay, “comfortably” may be a stretch these days with diminishing legroom and ever-narrowing seats, but try to imagine that anyway. Suddenly the pilot announces that you’ve been selected as “pilot for the day,” and invites you forward to receive the prize. […]

The Role of a Volunteer Force When Leading Safety-Culture Change

I’ve said this before, but it bears repeating: No matter how good a leader you are you cannot undertake and lead a safety-culture change by yourself. That’s one of the reasons we started with the “guiding coalition.” But ownership of the culture change can’t be left there either. It must go beyond the framers of […]

The Role of Communication When Leading Safety-Culture Change

One goal of any safety-culture change is to gain a shared commitment from all levels of employees in the organization to embrace and internalize the vision.  Often, though, that communication gets lost in translation from level to level. Because it’s often under-communicated, and because there are still so many other pressing things on the table, […]

The Role of “Vision” When Leading Safety-Culture Change

Imagine you are attending a social event with a large group of people at an outdoor courtyard, when suddenly someone you don’t know comes out and announces that you will be moving.  Which of the following statements is more likely to move you into action:    

The Role of a “Guiding Coalition” When Leading Safety-Culture Change

No matter how good you are, you can’t lead a safety-culture change on your own. It requires a team of people who support and reinforce each others’ efforts in communicating, driving and normalizing the change. But forming a change-management team itself is no guarantee of success if that team is weak in its level of […]