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Human Development Index as an adjustment coefficient for Safety Performance Benchmarking

The Human Development Index (HDI) gives you a very generalistic idea of how a country is reted among others in terms of basic human needs such as the expentancy of a long and healthy life at birth, the level of knowlegde and education as an average, and the level of decent living standard. The Index is the result of the geometric mean of three above mentioned dimensions.

So, what does it mean for a health and safety pro and how can it be used? Since I have not seen any research about the subject, the below approach is basicly my ideas of using this valuable data set as an adjustment coefficient for Safety benchmarking of similar organisations working in different countries.

As many of you know, the easiest way to compare two different entity is by evaluating them through an evaluation process and giving them a numerical value. The numerical evaluation is not always the most realistic evaluation but when the parameters to be looked for is set right, it gives a “close to real” idea of how well an organisation is performing. In most of the cases, the lagging or leading key parameters are choosen as the parameters among with on site observations and deep system and documentation reviews. The results of the compliency levels are entered as an input and you receive a final score.

Since the culture, the way the business is being done, the mentality, climate, geographical conditions, the way to manage, and expectations differ in each country or entity, it is very hard and unfair to set one evaluation criteria that will serve globally. To give an example, lets say that we are evaluating 3 different entities in different parts of the world that are producing the exact same product with somehow similar technology and manpower. One entity is located in the Europe, one is in the Central Africa and one is in the Middle East. Let`s also assume that we are using a percentage based scoring system and the 3 entities received scores of 78%, 58% and 54%. The success criteria is set as 60% globally, so according to the facts at hand, we can say that the Europian entity is successfull whereas the two other companies are failed to success. What if we can put out an adjustment coefficient to the success criteria which acts as a normaliser?

Since it is very hard to find an objective, global and respected criteria, the best option I can come up with is to use HDI as  an adjustment coefficient and use it to apply it to the evaluation criteria.

If we continue over our above example, the average world HDI index for 2015 is 0.717. The Europian and Central Asian average is 0,756, Arab States average is 0,687, and Sub Saharan African average is 0,523. In this example, the evaluation criteria for the Europian entity will be %60*(0,756/0,717)=%63,3, the Middle East entity criteria will be 57,5%, and African entity criteria will be 43,77%. According the normalisation coefficient addition to the equation, all entities are becoming successful since the evaluation criteria is adjusted.

Since it is a general example, I used the reigonal criteria but when actual data is used, country statistics can also be used and since the historical data and HDI scores are existing, this normalisation process can be used in the benchmarking of the historical performance inputs of a single entity.

Please do give your feedbacks and tell me what you think!

How to make sure your contracts are respected?

When it comes to contracting critical jobs that require finicalness and attention to details, you need to make sure that you`ve included the details in the tender and the contractor has the understanding and the competency to do what is required. When put into words, it seems an easy job but the real-life experience proves otherwise. Most of the time the contractors are too eager to do the job and they agree to the contract without fully reading or understanding it. In some of the works, this refers to the thin line between an injury or a fatality and wellbeing. So how can we make sure that the contract is read, understood and will be respected?

During the end of 70s and beginning of 80s, industrialized rock music was at its peak and every year, countless rock bands were formed. Van Halen was one of them, formed by two Dutch oriented brothers living in the USA, Eddie and Alex Van Halen, Michael Anthony and David Lee Roth. They were discovered by the famous leader of the Kiss, Gene Simmons. Their fame came quickly and soon after the demo and the album, band started to tour the country. Every band of the era was specialized with different shows and Van Halen became famous for their stage shows and visual effects during their concerts. As they were touring at the very early stages of the band, they had a near death experience on the stage where their very heavy equipment shattered the stage and the stage partially collapsed. This traumatic experience forced the band to come up with a brilliant solution.

They realized that the contract they were using was too long to read, understood and digest for everyone and parts of it were either skipped or read but not understood. They needed to do something and David Lee Roth and Eddie Van Halen came with a brilliant idea. They added some unusual demands that sounded like “performer caprice”. This issue is still known as the “Brown Candy” case since the must unusual demand was a bowl of peanut Chocolate Candies with absolutely no brown ones! Among with this, they also had similar demands hidden in different parts of the contract and they had a small checklist focused only on the unusual ones. If they found that one or more is not respected, they were cancelling their show without any further notice and moved to their next stop.

The brown peanut chocolate candies tactic is effective for sure and it can be used in daily contracted works. I am sure asking to wear a predefined reflector jacket, only allowing the usage of a single type of safe cutting device, a safety meeting prior to the starting of the work every day could be given as an example to those control points and by checking if those are respected, you can be sure that your contracts are read, understood and respected by the contractors. 691206_746xauto_592c3e357defc-jpg-keep-ratio

Talk the talk, walk the walk! (or not?)

Most probably the most simple looking, but definitely the hardest to accomplish for  anyone is to talk and walk the same. Whenever it comes to the culture things, you`ve also noticed that the complaints always come to  a point where everyone involved complains about how the managers / leaders are not applying what they actually are saying. So, where do we lose the link?

This happens, when one does not truly believe what he/she says but say it because he/she feels it is the right way to sound. Whatever the reason to do it, that does not change the fact that this is the number one reason to undermine everything that is hard earned when it comes to the culture. When a subject is selected as a priority, that means the subject is required focus, effort, time, resources, patience, willingness to change and progress. But if most or even one is missing, the success is never achieved. Most seen examples are people talking like they put Safety in their number one list but again, the same people are actually the ones who never support anything that is related to it. A hot shot leader, so fierce about the well-being of his/her team, never ever to be found when a critical decision is to be taken or when there is a need for resources. A leader talks, speaks, demands yet never to be found, always busy on saving the day and can spend the time entirely focusing on petty things yet sure to let you down on accountability and credibility. Another one is only appears when to ask questions and lead the blame arrows on the scape goats and the usual suspects.  We should also not to forget the leaders coated with the most advanced technological non-adhesive slippery surface that never takes the blame but projects all of it :). Sounds familiar right?

So comes the question into mind. Should we all have to look perfect, righteous, true like a templar knight on a holy mission all the time? Is it really the perception and not truth wins the day? Or the salvation and maturity comes through taking responsibility and being honest about it when you have to. No one wants to bear consequences and yet, no one also wants to take actions or take responsibility. We all want to have a hero that we never ever need to support and we want scape goats and blame takers whenever it is needed to save us. Desired culture never cultivates in these circumstances, whatever we will find at the end of the day be the bushes and not the grain.

So, we all need to be accountable, carefully choose what to say, scale it before and when finally said, never to dodge or back away from it but support it. Honesty, accountability, setting and example, pioneering are the traits that are waited to build the right culture.

Are you too safe as an organization, that you slowly start to neglect safety?

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I think this happens to anyone working for a support function. As the results get better, you suddenly find yourself as the cast alone where all of your demands started to be neglected. No longer your expertise is the focus area of the company as other areas becomes emerging issues and day by day, you find yourself deserted and fallen from the grace. So how to accept the fact and counter new strategies in order to be under the spot lights again?

The above question is actually a genuine one, since I don`t have one good formula that works under every circumstance and saves the day. I would love to explain a well-built answer that would make me look like a hero of the day but as of today, I am not there. In fact, I am not even close since it is my third time where I live the same experience of feeling as the part of a fading light and still I don`t have one strategy that will guide me back to where I want to be.

So, how do you work it out when such things happen and you can not get the attention you need, your requests for resources are denied or ignored and day by day, you feel that you are loosing your voice and fading? I can briefly explain what I have tried along the way.

The first idea I had was to put out a tragedy and dramatize the situation as much as possible but this has too many draw backs. First, as a believer of honesty, I don`t like exaggeration. Abusing of it is increasing the organization`s tolerance limit. To give an example, you may find yourself in a situation where your requests are evaluated if the absence of them results in fatalities or not because you have used your skills of tragedy too much and the tolerance limit has been raised over the time where no one is intrigued with a lesser result. So, I do not prefer to become a cry baby, an exaggerator touting cries all the time.

My second strategy is to lay a low profile and hibernate until such a time comes and a real tragedy occurs. It is easy to say I said so, and appear once again as a hero of the day to help everyone to overcome the consequences but it is very reactive and again sounds very unethical to wait and do nothing. The consequences might not be tragic but you can not take risks when it comes to safety. So laying a low profile is not an option also (Even tough it is most tempting to become the one who said “I told you so!”)

Another option is to face it with humidity and accept the reality that you might be closing to an end of a page in your career and it is time for you to move away. Since it might be you who has lost the charms and no longer influence anyone in the organization. After all, no one should have the luxury to clog the pipeline and have the pharaoh feeling 😊. So I tried this one once and it really worked for me, I am sure the fresh blood have also improved the organization I had left in the positive way. But this one should not be the first option but at least two or three action plans should be tried.

Marketing is a good skill and I am sure everyone is using it from time to time. Companies are selling products that are not changing for centuries yet still loved by the consumers. There are countless lessons can be learned from them, and I am opening my eyes and ears to be able to get ideas from them. One thing is to renew the package and the looks. In safety business, it could be a new name like total well-being, human focused approach, loss focused discipline, safety culture program … Name is not the only thing you will change, the approach should also be renewed among with new additions, simplifications, using of technology and innovative approaches to support your new marketing ideas but this is very much bringing you to the very first beginning of fading attention. So, this one works when there is a need for improvement. And when the results get better and better, the fire of the need is fading. To me, marketing is something we use but this one is something that can not solve all issues and used regularly.

As you have understand, this is not a post to resolve things but really a search for an answer to my dilemma of finding an effective solution to the fading attention and focus to safety as the results get better and safety no longer seen as a priority. I would welcome all strategies that anyone might offer and would love to discuss the issue further…

How a coven of vampires changed the fate of a multi-national company?

When you have read the title, all of you thought that famous phrase, right? Wtf… is he talking about? Please read a little more and judge me again, I am hoping that this little true story will lighten your day!

I am a nerd, always have been and always will be. When I was a little boy, I preferred to stay at home and watch documentaries or read books when my friends did the otherwise and played outside. I had little interest for sports where I almost suck in every single one of them (except for swimming and cycling). The team sports are something I can never do, due to the fact that I am way down on the line of ADD and cannot concentrate a thing if I have the first hints of pressure, criticism or places with full of unfamiliar faces. Over the years, I have adapted to the environment and have my defenses so that I will not suck at any organization that requires team work, but this being a team player is an effort for me that requires huge effort.

Being a nerd comes with advantages and disadvantages. I will not go through here since our topic is not about me or being a nerd but about changing the fate of a company. As I have told you above, I read out a lot. My interests lie with the Roman history, epic sagas from different cultures, Nordic mythology, science-fiction or fantastic dramas. I also love to read horror books that are focusing to supernatural. This last one led me to Stephen King, and I continuously read his books, watch any adaptations either in the form of movies or series. I do not put out any book in the front but IT and Salem`s Lot are in my top 10 books of all times. 😊

A little while ago, I was attending to a very important meeting in my company. I was asked to make a presentation but I was also challenged that this one presentation should not be boring and should catch the attendees so that the direly needed support could be given.

For days, I have prepared different slides focusing on what was needed, how the performance could be improved, what was missing…  I was doing rehearsals and finding every one of them boring, so I deleted each and started doing all from the scratch.

At the day of the presentations, I was with nothing and pretty much stressed out. I was asked to be the last of the day and that was another big stress maker for me since everyone in the room would be bored and tired. I had to come up with something big but what could have made a difference?

As an automatic thing to do, I wore my earplugs, pumped up the volume and opened my e-book to randomly select a book to read for 20 mins so that I can carry away myself from the present situation to think more clearly. To my utmost luck, I had the Salem`s Lot in front of me and I started to read the book.

Those of you whom have read it, will remember the epic confrontation of Barlow and Father Callahan. Where the Father tries to save the life of the boy (Mark) and Barlow releases the boy to have the Father in one on one terms. At that remarkable scene, Barlow takes the cross from the hand of Father Callahan, breaks the arms and throw it away. Then, he speaks out the fantastic quote;

“You have forgotten the doctrine of your own church, is it not so?  The cross… the bread and wine… the confessional… only symbols.  Without faith, the cross is only wood, the bread baked wheat, the wine sour grapes.”

The moment I have read the speech of Barlow the vampire, a light flashed in my brain. I had my presentation; my message and I was ready.

I got into the room, sat there and patiently waited for all others to finish and did not move till my time was up. When all eyes were looking at me, waiting for me to project a miracle, I said I will only talk. This was not a light bringer answer off course, and everyone became a little more sceptic.

I started my words about how H&S is important and continued with;

“Since it is the last presentation, I will be brief and make it interactive. I wished to project you fancy slides with animations and graphics that are prepared to focus you on the subjects that I find to be the most important, but I chose to take risk and do an interactive small talk. So, I would like to begin with one thing about me, I read a lot. I read books about fiction, fantastic realms, supernatural and I am sure, most of you will see it as a waste of time. But, to me they are not. Today, I would like to start with a small dialog from a book of Stephen King, Salem`s Lot. It is about a town in Maine which apparently be invested by a coven of vampires.”

At that moment, my boss was at the point of striking me down. Everything was going bad for me, but I had already started it and there was no turning back.

I described the audience my favorite scene and quoted the words of Barlow the vampire. And asked them what he meant with them. There was a silence, but people now were looking interested, so I continued.

“The cross, the bread and the wine are symbols of a Holly belief. We can think about them also as our systems that are built to sustain us. Like Father Callahan, we have great systems that are built and carried us along the way, but somehow on the way, we had lost the faith in them. The vampires in this story, are the things that are waiting to be happening. Accidents, Amputations, Fatalities… They are immortal, they are there to wait patiently and always look for ways to happen. Whenever we are losing our belief, our faith in our systems, the systems become a liability where no one is valuing. They become ineffective and we are being threatened every day. The solution is not to search for new methods but to remember our systems, maintain them, improve them, polish their dust and make everyone in the organization to value them so that they are strong and with them, we are strong!”

With the last word I was sure that I had every single person`s attention in the room. I thanked them for listening to my speech that was for about 8 mins. As I walked down the stage, people were standing up to reach out to me and either giving me taps, shaking my hand or congratulating me. I had my eyes turned to my boss to see a smiley face which was proving me that I had it.

You would also ask for what happened after that day? Well it is now well over 2 years and during this period, we have improved our systems, received support from almost every employee and improved our performance by 50% each year.

With the help of the words of the vampire Barlow in Salem`s Lot, I helped an organization to improve its performance and regain the trust and support of its employees for H&S.

Why Less is More and how it is connected to Safety?

“Yet do much less, so much less, Someone says,

… So much less!

Well less is more,… I am judged.”

It was the first time when I was introduced to the concept of “Less is More” by the poetry “Andrea del Sarto” of Robert Browning. I loved the concept and started to implement it in my personal life. I started to sell or give away all the gadgets I had bought in high hopes that was left aside on a corner at my house, restructured my “buying things” strategy and it really helped on my extravagance, reduced the weight I used to carry to everywhere in a belief that I would be needing each and every stuff like at least 2 books and a e-book reader, two earplugs and a headset, a tablet and a computer. And it also helped me to see how my business life is also full of useless “once promising” management tools, almost identical evaluation tools, a dozen KPIs, and many more energy drainers and time consumers. I decided to give it a try and see what people had already done until then. I had come across a lot of useful articles, inspired from many of them and finally formed my strategy.

Since my expertise is about the management of Health and Safety, focusing mainly on the culture transformation and raising awareness, we took a snapshot of what we were doing in order to manage Health and Safety. we set our course in a center to outer rim style and focused on the fundamentals. The main areas were the inclusion of the people, ownership of the leaders, ease of understanding when it comes to the reporting, standardization, and guidance of the shop floor.

The standardization had been started already and we were in the process of unifying all the health and safety tools used across our countries. It was a great opportunity to try and apply the new strategy I had embraced. With the acceptance of all the stakeholders, we did not only unified and centralized the tools, but also reduced the total number of tools, techniques, instructions, procedures by more than 60%. Even the language had become leaner than before, making it possible for everyone in the organization to read and understand the messages we were trying hard to give.

The ownership can be obtained with the help of a little competition. We decided to create a healthy and positive competition environment among the locations, departments, countries and regions. To achieve this, we again build our trust on the simplicity and being lean. We had at least 8 KPIs that we followed on a monthly basis through a dashboard system that had been designed by the finance department. No one was reading it in detail, and no one was asking any questions. It needed a new design, a new, fresher, leaner look with simplicity.

The design of the new dashboard started with gathering all KPIs under one big KPI, getting rid of the identical ones and adding some new proactive parameters, and finally making it more visual and simple by setting it as a percentage value and naming it as the maturity index. The new design brought in the competition automatically since now it was very clear and all locations, departments, countries and regions were able to see how well they perform, if their performance was ok for the company and in parallel with the industry and world standards. The competition triggered the involvement and ownership of the leaders and their involvement inspired the shop floor to contribute more by giving improvement ideas or reporting near-misses. With the contribution and inclusion, the system quickly transformed into and perceived as not yet another system coming from the outside and top, but as a system alive and being built every second by all and for all. Even at the implementation stage we, the H&S department, found ourselves watching an autonomous system mature in time and adapt rather than working to convince people to accept the system and keep it alive.

Of course, there are a lot of hard works behind what we have accomplished so far. It is not a magical wand we have and just keeping it, simple and inventory cleaning is not the only reasons behind the positive results we face today as an organization. Yet when I look back, I am feeling comfortable and confident to say that “Less is More” approach is the first and most critical step of the way that carried us so far and continue to carry on. We have the tendency to try out new things, create alternative ways, choose comprehensive tools, methods to improve our performance but the more we look outside searching new things the more we are separated from the roots and core values that we have built our systems in the first place. I, for my part, learned that sometimes, it is good to turn back to the basics, evaluate and get rid of the unnecessary things, simplify it to have more stability and endurance at the foundation and use that power which has been there all along.

OVER STANDARDIZATION

When it comes to doing business, it is always about speed, agility, efficiency, and to be able to market the product as soon as possible with minimum cost. These criteria make the standardization a necessity and more and more, you are seeing copycat facilities popping up all around the world. Although the copycat designs shorten the design stage almost to nothing and the assembly process becomes way faster since the teams are getting used to constructing the same buildings over and over again, they get so experienced as if they could do the whole project blindfolded. Yet standardization has its own gaps to watch out for.

I have never heard of a term “over-standardization” which can be described as cloning a facility in a way that even the number of screws you use are the same. This, as I have described above, could bring some advantages but it brings many disadvantages as well. A design made for a certain climate and zone will not always be compatible with a different climate or a zone.

As I have written in my previous blogs, I am travelling around the world, ad to many different locations with different challenges. And I come across to those types of identical facilities, built all around the world. They are either in extreme winter locations or in the heart of a monsoon climate with almost desert heats at the peak summer seasons. And you observe and hear about the difficulties as you walk through those locations.

To give an example, let`s assume that you have a warehouse full of your products. To keep them getting damaged during a fire, you install a protection system. Also, to detect the fire as early as possible, you also install a detection system. Since your warehouse is in an earthquake free place with a mild climate and with no hard-blowing winds to shake, you decide to install a laser beam system. The system works well and you experience no problems.

To protect your products even more, you also install some smoke exhaust vents on top of the roof. Those vents open automatically when the laser beam activates the alarms. And this again, works well and you are having no issues at all.

Then, you decide to expand your operation to another location. And since you are very happy with the way you operate in your warehouse, you decide to install the exact same systems, or you “clone” your warehouse into the second location. And the nightmare begins…

It is what happens most of the time since all around the world, organisations still do not extensively apply change management, use risk analysis and prefer to rush in a hurry. In the example above, which is a real-life story, two other places received those clones. One is in a very cold climate that hits -40 ° C in the winters and have strong winds. The building is vibrating with the wind, which activates the laser beams. The vents open immediately, making them almost impossible to close again and too many efforts are needed to start the operation back again. The other place that received a clone is 55 ° C during the summers and with the one little problem again not thought about, sand storms. During the sand storms, keeping the sand getting inside is almost impossible and once the sand is in, it uses the system`s design to invite more sands into the facility. Every time I am there, I always think about the drama of Troy, the city that cannot be conquered by force but a with the help of the Trojan horse and some small number of solider that opened the gates. The small amount of the sand is activating the laser beams and the vents are opening for countless to enter and turn everything into chaos.

So, standardization is good, but it must be supported with change management, design by safety, risk analysis, and many necessary tools. Do not just copy everything, leave a room for adaptations and changes.

Total Framework of Success!

How do you define yourself as successful? What it means to be a successful man? Would it make you successful if your achievements and accomplishments are to be admired and recognized by everyone? Well, I think the definition is not objective but a little subjective. The recognitions, awards, and praises do emphasize the feeling of being successful though! In order to receive them, we push our limits, fall and fail, plan and scheme, cheat sometimes, make concessions, push others, fight, get beaten, and risk everything. All at the end, are for a moment of satisfaction, recognition, experience gaining and getting ready for the next level.

If you are not bored till now and still find the urge to read more, I have to say that this one comes after a question from thousands of miles away. What it the framework that carried your organization to success?

It is all sketched out above and when you first look at it, I hear you saying is he crazy? (I am afraid a little like everyone else). I had a good time to think about it and I have written our magic formula as an acronym. The way to the success for us started with standardization of the tools and systems, utilizing them, let people to contribute individually, let them to become teams through collaboration till there exists only one huge team that takes care of each member, trustful leaders to empower champions who has become the pioneers of culture change, sustain the system, and off course, share your experience and learnings so that everyone can benefit.

Standardization starts with collecting all the content you have, that is piled over the years. Carefully reading them, deciding the best one that fits the most for the benefit of all and eliminate all others. Sometimes you need to keep 2 or 3, but the best is to have one and only infrastructure and strengthen it. To your surprise, you would see a lot more contribution than you`d have planned. This step is also where you see how well you do and where your areas of improvement are since you would be benchmarking your performance with standards and seek compliance with regulations.

Utilization is the second part and the one with the celebrations, good wills of the people around you, where you receive promises of support. I do feel that this part is like the council of Elrond, in the J.R.R. Tolkien`s the Lord of the Rings. You would almost hear people say “I will help you bear this burden, as long as it is yours to bear” and you would feel a friendly tap on the shoulder as would Gandalf said to Frodo. Remember that what people than can do is all about your results, if you want to have the armies behind you, you need to complete a very challenging road and prove your system and yourself.

Contribution is the fuel and Collaboration is the catalyzer in your way forward so use them as much as possible. Systems with no contribution are destined to stay as academic, and cultures with no collaboration are like doomed to fail since individualism in an organization would never promote safety. You need to create a common enemy, a challenge that could only be beaten by everyone`s support. Change the way you report things and determine levels for the successful scores. In order to reach to the scores, make sure people should be working together. These two things should never be taken lightly.

Empowerment could be given by the top management directly or by leaders, experts, consultants through influencing. Empowered people will make the difference by acting as champions to your cause. They will be your eyes, ears, mouth and messages. The more agents you have, the more impenetrable your system will be.

For sustainability, I think it is all very easy. Start recording from day one, record every change along the way, make sure people are always with you, by your side and you all share the same vision and passion.

Sharing is the key for me. Things kept to self are things destined to perish. Why should we not have the beautiful feeling of helping each other? At least, I do like the idea of sharing and helping. It is the only way for humanity to improve.

The final and the most important things are about all the stickers around the model. Well, those are the symbols of the distances you travel, the fights you need to give, the miles you keep between you and your loved ones (The unicorn is my 2,5 years old daughter from whom, I kept myself at least some 9 months of time or so away, just for to make sure that what we started to build shall not perish but prevail). Write down all the things, keep logs, have healthy discussions between you and yourself 😊, feel the cold (-40°C), the heat (55°C) and the humidity (90%), watch movies, listen to your music, be positive and lie some pink lies when it is necessary, fill your passport with too many visas. This is the most important part of the feeling of success, it requires sacrifices, concessions, tears, desperation that you can never find in any other model 😊 So enjoy!

Object Detection in Augmented Reality and its uses in Safety

People who are into technology very well knows the advantages of using augmented reality tools in their mobile devices. Tools that are giving you a good estimation of dimensions of an object, helping people to put 3D designed objects into environments, games that is designed to give the player a more in depth combination of game environment and surrounding environment, navigation tools to direct you to your destination not on a map but through the real time vision of your phone`s camera, and tools that can identify the objects around you, name them and translate them to any language are available in the app markets. Many more applications are appearing every day to expand the usage of this detection technology.

One possible way to use the augmented reality is about health and safety. The H&S inspections are also evolving by the enhancement of the technology. No longer auditors are using pen and paper but smart phones, tablets, cameras, very small sized portable detectors are used in the audits nowadays to improve the quality of the audits and to ease the workload of the auditors.

Just think about an application which is compatible with using both with a phone, tablet and smart glasses. The app will be using the augmented reality detection and classification tools to detect any objects that is in sight of the camera. After the detection and classification, the app will search a database and the web for the legislations, any national or international standards, and best in class industry practices. The list of the potential non-conformities can then be listed, letting the user to choose among them. Even interactions between close by hazards can be evaluated together and the impacts can be listed.

Since the AR applications are focused on the mobile phones and tablets, the current applications are focused on those devices but why not expanding the scope to using CCTV cameras, drones or similar devices that can be used as the eye and a computer to be used as the brains of the technology? The behaviors of the people are also very important, and the observation system currently used in the facilities could become a proactive watch for changing unsafe behaviors of the employees.

The conclusion is that the technology of AR is there for us to explore and safety is one of the best areas where saving lives depend on early detection and taking action!

Can trivia Apps be the solution to H&S trainings?

Well, I am not sure if anyone is doing some research on this subject but in our days, gamification becomes a lethal issue and it seems as if no one has any time for an old fashioned face to face safety training. The business is making people more and more busy each day. The ever evolving technology automises everything and reducing the need for the muscle power for the no added value tasks. The number of the shop floor people are reducing yet the need for capable and competent operators who can multi-task is on the rise. This makes our job harder to have those men from their duties and give them training.

The preffered method is to attain them with online trainings where the participant may pause the training for a couple of times and continue. The visual effects, sound options, video using ability, and being able to attain the training to countless employees individually attracks everyone`s attention.

But nowadays, it is also not very easy to contain with the e-trainings since people now want to have the feeling of competition. They prefer the trainings to be as much as possible to be to the point, short, easy to understand, involves an evaluation and competition, and have game playing feelings.

It is common now for the companies to have trainings on the life similation platform type of games for critical operations they have. Even the orientation trainings are being given over those platforms. It is cheaper, requires no tutor, does not necessarily be made to a group of people, everyone can experience it on their own, and it can be done anytime. Yet , not every organisation is able to prepare such trainings on their own. It requires a professional coding, graphics design, 3D modelling and having them from an external source could be expensive.

Another method that is popular today is to either built or purchase a mobile app that is much cheaper than the above mentioned option. At least 3 or 4 companies are now building trivia apps where you may ask questions to your employees, have them to answer and let them win points. The motivation is ensured by reward and recognation procedures and people are encouraged to play.

The method is simple yet effective if you ask me, since it gives you 4 or 5 important information regarding H&S. The data in the form of statistics is gathered and the company is recieving data for the most easily answered questions, where people usually fail, average speed of doing 10, 20, or 30 questions… etc.

You may include small tool box talk kind trainings in the form of videos in exchange for some points. People may challange each other, or even their managers if the company culture finds it suitable. The visuals, graphics, sound effects takes it to a new level and people will be stepping out of the boring classroom mood and into a game playing experience that further motivates employees.

So briefly, there are very new ways to reach out to people to train them and raise awareness. Let`s use those methods to improve the H&S culture.

A near-miss, a lack of management of change, an unnecessary initiative, ignorence, and life at risk…

Today, the subject for me is about how important it is to be in the moment, to dive into deep, and go till you hit the bone and find the root cause. I was in a visit a couple of months back, when I came across the scene that you will see in the picture below. A man was working on top of a wall, wearing no protection to avoid him from falling and seeming as if it didn`t matter at all. As we came close, he stopped what he was doing and with the help of his friend, get down using a crappy platform that was standing close to the wall.

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We, in a very polite manner, went nearby and greeted them. They were anxious and furstrated at being disturbed but greeted us back. To start the converstaion, I usually start by asking how they have been doing, how life is or similar small talk questions but this time, I was also not in the mood and very dissapointed. The place I was in, had known to be a place of high H&S discipline with a good level of awareness and motivation. Seeing a work being done in such an unsafe and reckless mode shocked me.

I asked the both gentelmen what were they doing and why actually they were doing it for. They replied me, stating that they were actually installing barriers of cardboards to stop the wind. Those guys were in the refurbishment business and actually helping the entitiy to maintain their equipment. They had been given the place by the entity.

I asked, if it was possible for them to show me the permit to work. They looked at each other in a questioning way which led me to believe that they had neither knew the permit to work concept nor had they ever been included in an orientation program or a safety training. It was also obvious that they had no idea of what might have happen to them if one of them would fall. The area responsible was also speechless at that moment.

After covering the esentials, I asked for the reason behind the need of installing a wind barrier. It was cleared when we enter to the building that, the building was recieving a lot of wind which was whirling up the dust and making it pretty uncomfortable to work. They told me that they used to work in another building wihch was completely closed, so they had been doing their job without being effected by the weather conditions. When a necessity came up, forcing a decision to move the guys, a proper management of change protocol which could have easly spot the need had not been executed. They were simply carried from a place to another.

After changing the place, the guys became aware of the negative impacts of the weather conditions due to the openings around the walls, they started to complain to the area responsibles. The quickness showed when moving the operating could not be repeated when it comes to closing the openings which led the workers to take a risky initiative. With no proper preparation, no protection, no training and no emergency plan, they decided to do the thing on their own as to show everyone that actually they did not need any help and they could do their work on their own.

Without the knowledge, comes a great courage, a fools courage out of ignorance. Not even knowing that falling from a height of approximately 3,5 meters could be fatal, the worker climbed up and started to install. To his luck or unluck, we were there to have a site visit, and we spotted him at the early stages.

The place is dealt with and everything is normal now, but this experience has left a huge what if in my mind as I am thinking from time to time what if, anyone was a little too late to spot?…