So health and safety often has a very bad image.
Now for a lot of businesses the culture differs and how individuals see the universe differs dependent on standing. Just how many businesses fight together with management believing one matter and the ones at the sharp end having perspectives that are distinct.
In a sense that summarises everything we should understand – successful firms usually have shared perspectives on how things are done inside a business underpinned with a belief that is common. Most likely the most effective modern cases being Apple and Google – both have powerful messages, business values and brand identity are mostly shared through the organization. It doesn’t matter what industry you’re operating in either, perhaps technology and companies who want to persuade you to buy proxies and software are safer, there are still everyday risks which scale up hugely with bigger companies.
Historically there was a belief that should you changed belief it would consequently change behavior – efficiently train your staff plus they will abruptly believe in the business message and then they are going to act in the “mandatory” fashion. Pity it is actually false.
We do understand that no one can exist when their beliefs do not fit with their behavior – something consistently gives. The difficulty with trying to train belief and principles is apart from they are generally deeper rooted than training will ever accomplish is the fact that even when the class works as well as the students embrace a number of the message in the classroom the real world intrudes – pressure to produce results, peer group pressure, other sources such as the press or contradictory messages inside the organization will quickly wipe out any increases you did realize.
A procedure demonstrated to be much more successful would be to forget the push theory – (behavior and change belief will follow) and think about the theory of hauling belief and pulling behavior forwards.
In a few ways this is nearly returning to old fashioned values – powerful oversight was consistently about controlling behaviors. Yet there are other tracking tools that work – be it productivity wall charts with goals that are clear, response time goals in returning to the first message security operation or call centres reviews.
When groups rated and are tracked on actual quantifiable results a lot of the time individuals respond by trying to enhance – add bonus payments in and boy do they respond.