Individual oversights and errors can and will eventually lead to unwanted consequences. However, we need multiple checks and balances that limit fallout and the continuance of loss, or possibly, an egregious event.
The knowledge gap within utilities, construction, and related industries is more of a growing concern than ever — especially when it comes to serious injuries and exposures.
Not many people walk around throughout their day with a risk assessment in hand. We should, however, always have an informal risk assessment tool in our mind that allows us to perform at least a cursory assessment until we can dig deeper or in a more formal way.
During my college summer breaks, I worked at a few different high-risk construction sites. On one job, I had a boss who liked to holler and was not very well liked. He was known as Hog Jaws and I’ve mentioned him previously.
Most all of us have been around a boss or supervisor who isn’t very likeable or open to feedback. He or she is often avoided, and people may even fear approaching that boss with a safety-related concern or idea for improvement. Workers who perceive their bosses as open believe their leader really listens to their ideas and acts upon them when appropriate — or at the very least, gives their ideas a fair shake.
Twenty-five years ago, as a young safety professional, I struggled to find a set of leadership practices I could call my own. In 1996, I wrote about many of the leadership practices I was already using but found more clearly established in Servant Leadership (Sarkus, 1996).
Most organizational leaders are relatively clear about what they desire from their safety staff, but shouldn’t these same leaders ask what’s needed of them to achieve ongoing EHS success?
For the past 30 years, I’ve been driven to be the best and do the best I can – in nearly any context, personally and professionally. Along the way, I’ve discovered various dimensions of growth that have helped me succeed. I want to pass them on, and share them, so they might help you.
Expectations drive both the leader and follower. Various forms of research suggest that when leaders have higher types of expectations for their followers, those followers often live up to the expectations.