Operators' cognitive biases and enemies of learning are critical factors that lead to poor safety decisions. In other words, they should be aware of their limitations and those of others to behave safely. Most importantly, such awareness should be available in every situation. In this module, you will learn how to help people align their perceptions of risk with your organization's acceptable level.

One of the leading factors that hinder an organization's safety performance is employees not reporting incidents. You can't make improvements to safety without identifying hidden systemic problems. For that, one needs trust in management, pride in what they do, and dignity. This module will teach you how to create a Just Culture that acknowledges and rewards the reporting of incidents.

One of the leading factors that hinder an organization's safety performance is employees not reporting incidents. You can't make improvements to safety without identifying hidden systemic problems. For that, one needs trust in management, pride in what they do, and dignity. This module will teach you how to create a Just Culture that acknowledges and rewards the reporting of incidents.

One particular element that differentiates safety coaching conversations from safety advising is that it is non-judgmental. As a result, we can empathize with operators and understand the way they view risk. While the responsibility for changes that affect safety remains with the operator, we can get them to commit to specific, measurable, and time-bound goals and then follow up on them.

If you want to make your organization's safety vision a reality, actions are required, and actions require clarity of what, when, how, how often, and with whom. Determining and helping your employees adhere to these is part of creating the shared vision. We usually give out messages like "safety first" or "zero accidents," which are descriptive conversations. As a coach, you must use generative language and speech acts that can drive action.

Traditionally, a safety manager's responsibility has been assumed to be ensuring compliance. Therefore, he or she has often been perceived as a "safety-cop" by many. While this is part of the job, it is also the safety manager's responsibility to get buy-in from employees to support the organization's safety vision. In this role, safety coaching is an essential tool for you because its focus is on generating commitment rather than compliance.