Safty
Everyone needs to feel safe (physical, emotional or psychological safety).
Safety (Physical)
By leveraging data analysis, providing relevant information and facilitating communication, a Safe Workplace can be created and maintained
Several key steps and considerations to create and maintain a physically safe workplace
1. Risk Assessment
2. Safety Education and Training
3. Safety Equipment
4. Safety Policies and Procedures
5. Safety Culture
6. Continuous Improvements
7. Emergency Preparedness
8. Leadership Commitment
9. Compliance Assistance (information and instruction on display)
10. Incident Reporting
To create a safe physical working environment, you need to work with the following components:
1. Risk Assessment
2. Safety Training
3. Safety Equipment
4. Safety Policies and Procedures
5. Safety Culture
6. Continuous Improvement
7. Leadership Commitment
Identify potential hazards and assess the risks associated with tasks or activities. This involves considering factors such as equipment, environment, and human factors.
1. Risk Assessment:
2. Safety Training:
Provide comprehensive safety training to all employees to ensure they understand safety procedures, protocols and best practices relevant to their roles
3. Safety Equipment:
Provide necessary safety equipment and ensure it is properly maintained and used correctly. This includes personal protective equipment (PPE) e.g. helmets, gloves and goggles.
4. Safety Policies and Procedures:
Establish clear safety policies and procedures that outline expectations and guidelines for safe work practices. Ensure employees are aware of and adhere to these policies.
5. Safety Culture:
Foster a safety-conscious culture where safety is prioritized and valued by all employees, from top management to frontline workers. Encourage open communication, reporting of safety concerns and participation in safety initiatives.
6. Continuous Improvement:
Regularly review and evaluate safety performance, incident reports and near-misses to identify areas for improvement. Implement measures to address safety gaps and prevent future incidents.
7. Emergency Preparedness:
Develop and implement emergency response plans and procedures to effectively respond to accidents, injuries or other safety incidents. Conduct regular drills and training exercises to ensure readiness.
8. Leadership Commitment:
Demonstrate leadership commitment to safety by allocating resources, providing support and actively participating in safety initiatives. Lead by example and promote a culture of safety at all levels of the organisation.
By incorporating these practices into daily operations, organisations can create a safe work environment where employees feel protected, valued and empowered to prioritise safety in their work.
Safety (Emotional or psychological safety)
Creating emotional or psychological safety involves several key strategies:
1. Trust
2. Open Communication
3. Active Listening
4. Respect
5. Empathy
6. Conflict Resolution
7. Clear Expectations
8. Feedback and Recognition
9. Boundaries
1. Trust
Trust forms the foundation of emotional safety.
Is created through building trust in a working group and it involves a combination of actions, behaviours and communication that demonstrate:
- Integrity
- Sincerity
- Reliability
- Consistency
- Commitment
- Competence
Here are some ways to create trust:
- Be honest and transparent
- Follow through on commitments
- Demonstrate competence
- Act with integrity
- Listen actively
- Respect others
- Be reliable
- Admit mistakes
- Maintain confidentiality
- Build relationships
2. Open Communication
Encourage open and honest communication within the team, so that individuals feel comfortable expressing their thoughts, feelings, and concerns without fear of judgment or reprisal.
3. Active Listening
Encourage open and honest communication within the team, where individuals feel comfortable expressing their thoughts, feelings and concerns without fear of judgment or punishment.
4. Respect
Treat each team member with respect and dignity, regardless of their background, opinions or contributions. Foster an inclusive environment where everyone feels valued and accepted.
5. Empathy
Cultivate empathy by putting yourself in others' shoes and seeking to understand their experiences and emotions. Show compassion and support when team members are struggling or facing challenges.
6. Conflict Resolution
Address conflicts and disagreements in a constructive and respectful manner, focusing on finding mutually acceptable solutions and maintaining relationships. Provide a safe space for expressing differing opinions and resolving conflicts collaboratively.
7. Clear Expectations
Clarify expectations, roles, and responsibilities within the team to reduce ambiguity and minimize misunderstandings. Ensure everyone knows what is expected of them and feels confident in their ability to meet those expectations.
8. Feedback and Recognition
Clarify expectations, roles, and responsibilities within the team to reduce ambiguity and minimize misunderstandings. Ensure everyone knows what is expected of them and feels confident in their ability to meet those expectations.
9. Boundaries
Respect personal boundaries and privacy and avoid intrusive or inappropriate behaviour. Create an environment where individuals feel safe to set boundaries and assert their needs.
By implementing these strategies, leaders and teams can create an emotionally safe environment where individuals feel supported, valued and empowered to bring their authentic selves to work.
Messure (Emotional or psychological safety)
How do you djudge Emotional or psychological safety ?
Sense of Coherence (SOC). It was developed by sociologist Aaron Antonovsky (1923-1994) was an American-Israeli sociologist who developed the salutogenic theory, which focuses on what helps people stay healthy rather than what causes illness. a questionear and describes how people cope with stress and challenges.
It has three components:
- Comprehensibility
- Manageability.
- Meaningfulness.
Comprehensibility
Understanding the purpose and objectives of the organisation you work for, as well as how your role and department interact with the rest of the organisation.
What is your contribution to the bigger picture?
to feel they belong and can contribute
Manageability.
the ability to successfully handle or control a situation, task,or person (how easy it is to manage or handle a complex system, project, or task.)
Everyone need to be abel to influence and stear their work
Meaningfulness.
the fact of having a clear purpose or reason ,have significance
Everyone needs
- to feel thay make a difference and they matter
- Have the possibility to develop
The questionear is created in two different sections
The questionear also called the Orientation to Life Questionnaire. It comes in SOC-13 and SOC-29 versions
It is generally not something you buy as a physical test kit. It is published in Aaron Antonovsky's book Unraveling the Mystery of Health (1987), and copies or translations are often obtained through a university library or the researchers who validated the relevant language version.
A high Sense of Coherence (SOC) score means that a person generally experiences life as:
- Comprehensible - situations feel understandable and reasonably
predictable.
- Manageable - they believe they have the resources, abilities, and
support to cope with challenges.
- Meaningful - they feel that life's demands are worth engaging with.
A high value is generally associated with better resilience and an improved ability to manage stress. It does not mean that the person never experiences difficulties, but that they are more likely to understand, handle, and find meaning in them.
Since I live in Sweden
In Sweden we talk of the term KSAM (meaning the same thing)
But this way of locking at the same thing might spred som light into the matter
K - Knowledge
S - Skills
A - Attitudes
M – Motivation
It means that a person feels they have sufficient resources, support, and abilities to cope with life's demands and challenges
K – Knowledge
How to Work with Knowledge
1. Identify & Capture Knowledge
2. Organise and Store It
3. Share and Distribute
4. Apply It in Real Time
5. Update & Refine
Version control and validation are key.
6. Recognise & Reward Knowledge Contribution
Why It Matters
Knowledge is power - only when shared and used
- Faster onboarding and learning
- Fewer repeated mistakes
- Better innovation and decision-making
- Increased agility and confidence
S – Skills
Skills are the learned abilities to perform tasks effectively. They develop through training, practice, and experience.
Examples include:
- Technical skills - using equipment, software, or specific work
methods.
- Cognitive skills - analysing information, solving problems, and
making decisions.
- Interpersonal skills - communicating, collaborating, and resolving
conflicts.
In the KSAM model, skills describe not only what a person knows, but also what they are able to do in practice.
A – Attitudes
Are deskrided in the core human values area
Core Human values are the core principles and beliefs that guide how we behave, interact with and treat others. These values form the foundation of what is considered moral, ethical and respectful in society. They are universal in nature and promote harmony, compassion and a better way of living.
1. Respect
2. Empathy
3. Integrity
4. Kindness
5. Responsibility
6. Equality
7. Gratitude
8. Courage
9. Humility
10. Compassion
M – Motivation
Motivation is a term that varies between employees.
We are all different and what motivates one person might not be important to the next one.
Creating Motivation by:
1. Setting Clear Goals
2. Providing Feedback and Recognition
3. Fostering a Positive Work Environment
4. Offering Growth Opportunities
5. Empowering Employees
6. Promoting Teamwork and Collaboration
7. Aligning with Personal Values
8. Providing Necessary Resources
9. Incentives and Rewards
10. Listening and Communicating
Presentation of Safty (physical, emotional or psychological safety). The corresponding PPP is for sale. There how to start a leadership is included
Reference
SOC: Antonovsky, A. (1987). Unraveling the mystery of health: How people manage stress and stay well. Jossey-Bass.
For the KASAM measurement scale:
Antonovsky, A. (1993). The structure and properties of the sense of coherence scale. Social Science & Medicine, 36(6), 725-733
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