Regulatory Competences and

Training for Leadership.

José I. Villadóniga

Manager of Safety Management Division

jvilladoniga@tecnatom.es December 2015

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• Importance and challenges of leadership for regulators as an organisation

• Which competence do Regulators need to develop in order to ensure best safety leadership oversight for the licensee

• Main Traits of an effective training programme for regulators

Topics suggested:

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Levers to drive the culture.

Organizational Culture is a driver of behaviors and results.

The fundamental lever to develop the culture is leadership.

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Role of management and leadership.

For a Regulator it is essential to understand the role of (classical) management and the additional benefits of leadership for safety.

Planning, organizing, directing and controlling can produce good results.

But is dependent on the managers knowledge and understanding of everything going on, something extremely difficult in a complex installation/ organization.

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Role of Management and Leadership.

Leadership

Behaviors

Culture

Results

Leadership

Behaviors

Culture

Results

Very good and

Sustainable

Poor or

Variable 〤 〤 〤 Ω

“Classical”

Management

Transformational

Leadership

(an universal style)

Attitudes /

Competencies

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Role of regulators.

Regulators need to establish in regulations and guides the essential characteristics of a sound process to develop Leadership for Safety.

Some elements of the process may be: Selection of a model/approach. (according to the

situation). Implementing. Measuring results. (importance of “norms”). Keep improving.

Regulators need to be an “example” doing it for themselves.

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Oversight for the regulator.

As it happens with culture the best approach for effective oversight is to ensure (by assessment and inspection) that the licensee has a sound process for developing, assessing and improving leadership for safety.

Then it is important that the regulator is able to independently identify “weak signals” of problems with leadership for safety to call them to the attention of the licensee. The licensee assess and address the issues, or .

The regulator may require and independent assessment.

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Three examples of our own.

The Extraordinary Leader for Safety. A sound model based on science.

Essential Leadership Competencies. Oriented towards competences and skills needed to improve behaviors.

Cultural Change Workshops. Mainly oriented to generate awareness and change attitudes.

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16 essential competencies + safety?

ZENGER|FOLKMAN

Leading Change

• Develops a strategic perspective

• Fosters, promotes, leads change

Key Values

•Develops High Integrity

and Honesty.

•Safety

Interpersonal Skills and Abilities

• Communicates frequently and credibly

• Inspires and motivate others to achieve high performance

• Builds relationships

• Develops others

• Cooperates and work as a team player

Results Orientation

• Fosters achieving results.

• Sets challenging goals.

• Takes initiative

Personal Capabilities

• Expert technically and professionally

• Analyzes situations and solves problems

• Innovates

• Practice self-development

• Decision making

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A model of leadership based on science.

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Finalist.

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The Jury?

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Soft leadership skills important to drive safe behaviors?

SELF-AWARENESS

SELF-MOTIVATION

SOCIAL CONSCIENCE

MANAGING RELATIONS

EMOTIONAL INTELLIGENCE

Coaching

Positive

Reinforcement (R+)

Correction

SELF-REGULATION

Inspiration

CONSTRUCTIVE ORGANIZATIONAL CULTURE

SAFETY CULTURE

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Role of emotions?

Focus only on what is bad

(Problem resolution, corrective actions, non constructive

criticism, opposition...)

Built over what is well done

(Reinforcement/Recognition, appreciative inquiry,

coaching, mentoring).

What culture, behaviors

and results are

generated?

Positive Emotions

Negative Emotions

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Leadership for cultural change

The main goal of this workshop is to:

• Generate the attitude and basic

competencies needed to lead a

cultural change that produces an

organization with excellent results in

safety and production, together with

excellent relationships.

• Help understand desired culture and

how to align with it.

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Leadership for Cultural Change Workshop

• Three days (long days).

• 30 participants.

• Mixture of hierarchical levels and organizational units.

• Three facilitators and several support members.

• Very experiential and participative

• Outside the facilities of the organization.

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Basic content of Workshop

• Organizational Culture.

• Results of the assessment of organizational culture of…..

• Simulation: living different cultures

• Change levers: leadersip.

• Influence of Leadership in the culture.

• What kind of culture I drive.

• What culture I want to produce: image of successful culture.

• Action Plan for Cultural Change

Tools for Cultural Change

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Method

• Graphic facilitation • Simulations • Work by groups • Individual work • Life style inventory • Personal Action Plan

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Main Traits of a training program.

How to develop an effective leadership model/approach. State of the art. Science based. Including Safety. Including norms for assessment…

Essential Leadership Competencies. Emotional Intelligence, Inspiration, Setting Expectations. Being a model, Providing Effective Feedback (Recognition, coaching, correcting).

Approaches to Cultural Change. Leadership for Cultural Change.

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Importance of following up?

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•Leadership has a critical impact on safety.

•Regulators have no choice – need to address leadership in their own regulatory processes.

•Regulators need very well trained and experienced experts in the topic of Leadership and Culture.

•Regulators need to require a sound process (and use it internally) to develop, assess and improve Leadership for Safety.

Summary

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• Regulators need to oversight the process of the licensee and have an independent process to detect “weak signals” of leadership problems.

• These needs lead to training an education programs for all levels of the regulator (including top level managers).

How to develop an effective leadership model/ approach.

Essential Leadership Competencies. Approaches to Cultural Change.

• With different approaches to training.

Summary

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Questions or comments.

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www.tecnatom.es

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NOTES:

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