Rogers Safety will spend a defined time with your teams on the front line, making observations and conducting conversations.  Combining this with attendance at meetings and conversing with your leaders will assist in identifying areas that may benefit from development within your business / at your workplace.  Diagnosing your current culture state is extremely important to know where your efforts should be directed and to recognise areas that may be worthy of positive recognition.   

We have an abundance of experience helping clients to create concise plans of action to enhance performance.  This ensures that any work we carry out is fit for purpose and helps our clients achieve best practice.   

Your organisation will be given the opportunity to take on support from us to undertake advisory, training or coaching interactions.  Alternatively, we can work with some of your select team and prepare them to take on some of these functions.  We can put bite size training pieces together to transfer skills and capabilities in the coaching arena, presenting and interacting.

Examples of bespoke pieces of work include creating scenarios to function test your team’s capability to react in the event of an emergency, facilitating ‘wash up’ meetings and implementing recognised areas that could be developed to help you become slicker and better prepared.

We have the capability to deploy a chartered safety professional with specific competencies to assist you during accident and incident investigation, behavioural safety activity, meet compliance when working with ionising radiation (RPS) amongst many other health and safety areas of competency.

We pride ourselves on our capability to build trust and respect quickly.  This acts as an effective catalyst to get people engaged and motivated to become part of the work we introduce.

Perception of Risk (40 minutes, no maximum delegate number)

This highly interactive session is designed and facilitated to provoke thought with delegates at all levels.  Prompting thought about their own behaviours, what reinforces behaviours and how they view risk compared to their peers and colleagues.  The session will encourage empathy and to consider why other people do what they do in environments that they are very comfortable with.  Thus, helping shape an effective communication style.  Powerful media is used to bring about a personal reflection of the delegate’s mindset working in their everyday environments. 

Barriers to intervention (60 minutes, no maximum delegate number)

This group session explores some of the blockers that exist to personnel making intervention.  Discussion is provoked with delegates to examine their own comfort with making intervention upon differing groups & individuals and seeks to establish a methodology to remove the barriers that exist.  Gaining and giving permission to each other to receive intervention being the main tool.  This session looks at the model created by psychologists Darley and Latane and brings relevance to the delegate’s environments and current mindsets.

Making Intervention (40 minutes, maximum delegate number is 12)

Looking at how to effectively make an intervention in a way that will be received in a positive manner and heighten the chance of any change being sustainable.  This will involve practical exercises tapping into using the company’s existing observational system.  If there is not one in play, a system can be designed to introduce for an agreed additional fee.

Limitations of the conscious mind (40 minutes, maximum delegate number is 20)

A session that looks at the modes that we operate in through an average working day and exploring how our memory minds work in different ways.  Thus, leaving us open to losing sight of crucial information when relying purely on our conscious mind and potentially falling foul of forming unhealthy habits when over-reliance of our subconscious mind is present.  The end goal is to encourage teams to chunk down their work scopes and to discuss tasks in bite-size pieces.  It will encourage leaders to recognise their ability to overload and to consider what this can lead to.

Toolbox Talk Workshop (90 minutes, maximum delegate number is 12)

This workshop looks at formatting toolbox talks in such a way that the talk leader is assured that the important information has resonated with the workgroup.  It looks at techniques to involve the entire work team and explores the pitfalls of simply transmitting the information.  The delegates will be split into two groups and be given different tasks to use to create and facilitate a toolbox talk.  The team will look at the importance of involvement and healthy dissent when unsure about certain aspects. 

The first run is done without coaching and guidance.  The second run post guidance and the differences then discussed between different workgroups.  Coaching is offered to attend toolbox talks post-workshop to assist in embedding the learnings.

Playing Your Part (60 minutes, no maximum delegate number)

This session looks at culture and assesses how our individual behaviours contribute towards shaping the asset culture.  It highlights the fact that transient and new workers will calibrate towards what they see others doing.  Hence, highlighting the fact that we are all potential leaders in our own right.  The session will explore what behaviours are desirable and which should be avoided and intervened upon.   This session involves a brief insight to the HSE Cultural Maturity ladder and James Reason’s model looking at how to establish an informed culture.