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.
Combined Leadership & Workforce Sessions
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.
Leadership Sessions
Empowerment (90 minutes, maximum delegate number is 12)
This session will get leaders to consider what type of environment they create for their subordinates in terms of making it ‘safe’ for them to be open and honest about events that are taking place. How truly ‘open’ is their door and how does their behaviour make people feel in their presence? This session will explore what makes an effective leader versus what makes an ineffective leader. It will look at a basic model for effectively gaining trust and respect from teams and acting as a democratic leader when appropriate. An exercise will be carried out to encourage delegates to consider their thoughts about introversion and extroversion. A practical exercise will see delegates play out the reporting of an event whilst considering language and demeanor used to make people feel empowered to speak up and examine what effective questioning sounds and looks like.
Facilitation Skills Workshop (Full Day, maximum delegate number is 12)
This workshop is designed for leaders that have to deliver messages to groups and encourages facilitation to ensure that messages resonate with their teams. It is also useful for personnel such as safety reps that may facilitate constituency meetings etc. to their teams. It involves an abundance of group discussions and exercises looking at how to effectively create engagement, deal with different types of characters, overcome anxiety, use effective questioning, assess listening skills, become comfortable & effectively use silence along with recognising the importance of emotional intelligence whilst facilitating to groups.
The workshop will be split to a couple of hours exploring the theory and discussing the subjects above, a couple of hours preparing something to deliver and then a follow on piece to allow delegates to put their learning into practice.
Supervising Safely & Leading With Care (3 Days, maximum delegate number is 12)
A 3 day, highly engaging & certificated workshop delivered by a chartered member of IOSH is now available from ROGERS SAFETY. It will enable those with supervisory responsibilities to effectively lead their team & provide a safe environment.
The workshop starts with provoking delegate’s thoughts about behaviours and what drives people to act the way that they do. Encouraging empathy and self-reflection.
Leading on to look at risk assessment creation and to produce an example document to use throughout the workshop. Looking particularly at keeping them succinct and comprehensive.
Moving on to look at some of the challenges to overcome when facilitating toolbox talks and to communicate effectively with teams. Putting this into practise and applying skills learned during practical elements!
Finally, to complete the package, we look at active monitoring in the field to ensure work execution matches expectations delivered and to enable the support of team members that are not yet developed in this area.
This workshop dovetails traditional health and safety duties that supervisors are accountable for, but provides them with the skills and capabilities that are often not taught prior to or upon promotion. It deals with working with differing characters, having difficult conversations, making effective interventions, communicating with and motivating individuals with different types of learning styles and preferences.
Behavioural safety training at its best with a real practical and useable feel.
An immense package to give real competence to any kind of safety leadership members across any industry.