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 […]

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

Over the past several weeks we’ve been following the theme of how to lead safety-culture change more effectively. We’ve looked at what leaders do to drive change, the cycle or stages of change, some general axioms about change, some points of reflection, and the cost of getting it wrong. There’s one final area I want […]

Safety-Culture Change: The Cost of Getting it Wrong (Part 2)

When initiating an organizational safety-culture change, it’s critical that we recognize the consequences of getting it wrong.  As we saw last issue, things like forfeited ROI, compromised employee trust, and higher levels of employee cynicism and disengagement are some of the unintended consequences of failure. But there are at least three more things that could […]