Sad but true. In 2020, OSHA celebrates its 50th anniversary. Safety’s sage, Dan Petersen, published “Safety Management, a Human Approach” in 1975. Lessons haven’t been learned. 

Your plan must be based on your organization's vision for future safety performance. Frame it as a set of actions that will: Further a safety culture change from reactive to proactive, provide the functioning capability to lead the change, and provide governance requirements to sustain the change.

Personal choice often lies in the cracks that hold your truths. It’s a tough to scrutinize truths that only you know about and question your efforts, motivations and missed opportunities in order to succeed in the next endeavor.

As safety professionals, we all know the difference between the safety performance of workers under a safety-oriented supervisor and workers under a supervisor that does not push safety.

As a famous cliché reads: the devil is in the details. I often get asked about the details of a viable safety accountability culture. An example of visible executive involvement is personal commitment to safety accountability (S/A), to be involved in a review and discussion of appropriate actions for all significant incidents and near misses.