Behaviour

SAFETY HAS BECOME A BEAUTY CONTEST IN WHICH THE BEST MAKEUP ARTIST WINS THE PRIZE.

Safety performance is often focused on as an indicator of a company’s healthiness. Despite good intentions, this focus has some side effects; it fuels under-reporting and cover-up behaviours. In turn, this has negative implications for the company’s cultural maturity and performance. As a consequence, top management and clients perceive the culture as being far more mature than it actually is. To overcome this challenge, there is a need for valid and reliable psychometric instruments that can measure the culture precisely, both to reveal the size of the problem and to identify areas for improvement.

A RECENT STUDY SHOWED THAT ONLY THREE OUT OF 43 SAFETY INSTRUMENTS HAD BEEN VALIDATED. BE SURE TO ASK THE RIGHT QUESTIONS.

In 2018, in-depth research revealed what many had suspected. A lot of the broadly used safety instruments were not valid, in the sense that they did not measure what they were intended to measure. Furthermore, the instruments often had no documented measures of reliability. We can document.

  • that our model is in line with prevailing research.
  • that the level of cultural maturity determines the incident frequency.
  • a predictive effect, as problem departments experience more incidents.
  • that improvements in cultural maturity lead to a reduction in incident frequency.
  • a significant correlation with insurance claims frequency.

To summarize, we can document that our model is valid and reliable.

NOT TO OFFEND THE EXPERTS, BUT DATA IS THE ONLY WAY TO ENSURE THAT YOU MEASURE THE RIGHT THINGS IN A RELIABLE MANNER.

Initially, the SAYFR tools were developed to capture variables that describe the characteristics of High-Reliability Organizations. Machine learning is used to identify cultural variables. We call these variables our Leadership Behaviours (LBs). Machine learning is also used to determine the importance of, and relationships between, the LBs. Cultural maturity scores are based on benchmarking close to 200 000 responses and 10 000 000 data points.

THE ROOT CAUSE IS NOT THE SAFETY CULTURE. THERE ARE A FEW LEADERSHIP BEHAVIOURS THAT MAKE ALL THE DIFFERENCE.

Culture is a broad and ambiguous topic. Our machine learning has revealed eight Leadership Behaviours (LBs) with sufficient reliability (a Cronbach Alpha score of above 0.6). Our Leadership Behaviours are Trust, Care, Openness, Learn, Feedback, Speak-up, Teamwork, and Dilemmas. These eight LBs describe how people collaborate in cultures that successfully manage failures. This provides a much more precise and nuanced language for describing culture. Furthermore, these Leadership Behaviours are fundamental in all interventions that improve the culture.