Motivation-Based Safety

Introduction

History

Analysis

Traditional Approach

Behavioral Approach

Motivational Approach

Cycles for Improvement

Cycle 1 - Identification

Cycle 2A - Ownership

Cycle 2B - Training Out

Cycle 2C - Training In

Cycle 3 - Reinforcement

Steps to the Next Level of Safety

Summary

Writer's Biography

"Until the negative skills and skill sources are removed, the participant will never be a good risk." (Step 2B)

Clarifying the Cycles

Cycle 2B. "Training Out" the Negative Baggage

Professionals who have been in safety leadership roles for any length of time have experienced programs containing excellent content. Before the material was complete, however, there was disagreement or argument about who had the right answers and methods. It is okay to say, "WHAT WENT WRONG?" SAFETY CANNOT BE "BROAD-BRUSHED." Standardized training programs, which are direct and simple, often are not culturally sensitive. Standardized training introduces positive behavioral and motivational skills for the participant to adopt if they are inclined to do so. The assumption has always been that the participants are motivated to adopt the positive skills. Unfortunately, the negative motivational sources of the problem are not identified and become a stumbling block to the process. Stumbling blocks can be turned into stepping stones. Until the negative skills and the motivational sources of those skills are removed, the participant will never be a good risk. The result is always a negative response, an accident, or a cost penalty!

The graph below of a southern delivery service driver illustrates how an individual who received and grasped all appropriate training can remain a safety hazard. The sources of his motivations tell him "it is ok, or normal, for me to hurt myself or other people."

(The top bar on the graph measures developed motivational skills that produce "good" or "bad" behaviors. The bottom bar of the graph indicates motivational sources or the issues behind the skills.)

Once again, one can easily see from this example that this man is well learned and knows his safety skills. Yet, he is, perhaps, the most unsafe of all, as he has no motivation to implement that skills-knowledge.

The answer lies most often with the individual participants, not in the training of those individuals. Without proper identification of the behavioral baggage, true change cannot be attained. Employees unwittingly bring negative motivations into the training class which block a positive learning experience. Good group training communicates information and moves the audience to action, energizing the participants. In such a setting, positive, as well as negative, motivations are energized. Having more energy can be counterproductive if not channeled properly. If the employee does not possess positive safe motivational sources, new skills will help but not solve the problem. The result of broad-brush training can be apathy, inapplicability in the employee’s mind, or defensiveness. As earlier stated, the "ME," i.e., the individual’s strengths and weaknesses, must be addressed.

The key to success in safety training is to remove the negative motivations, FIRST! This must be done at the beginning of the training. Otherwise, you facilitate the individual’s negative behaviors. By isolating the sources of the negative behavior, the facilitator can remove the problem rather than put a Band-Aid on it. Corporate American must get to creative resolution.

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