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TRANSCRIPT
Technip
Pierre-Arnaud DelattreGroup Pulse Manager
Technip profile 2015
SUBSEA
ONSHORE
OFFSHORE
Worldwide footprint – Dec. 31st 2014
KEY
F IGURES
2015
Shifting the HSE Climate on EPC projects
Technip’s Pulse programme
The health and safety of our people is a core value and an
absolute commitment
What is Pulse and how does it work?
VALUE4
LIFE
Individuals•Senior leadership
•Project Management
•Engineers
•Construction management
•Supervisors
•Worlkforce
Teams•Projects
•Departments
•Functions
•Taskforces
•Other teams
Organisations•Own
•Clients
•Contractors
•Subcontractors
•Suppliers
•Vendors
11
The link between HSE Leadership and HSE behaviour
Pulse Program Overview
Strategy Impact ALL to create an
HSE climate change across the
organization and to achieve
HSE Performance Excellence
Focus Areas Leadership & Communication
Pulse Menu Pulse HSE Climate Surveys
Pulse Leadership Workshops
Pulse Articulus
Pulse Recharge for Leaders
Pulse for Engineers
Manager & Supervisor Training
Pulse for the Workforce
Pulse for the Office
Pulse Coaching
Vision Pulse Value for Life
8 years on, what are the results of Pulse?
* Projected figure
Pulse HSE Climate Survey
Your perceptions on leadership and safety
Senior management
commitment
Supervisor commitment
Line manager priorities
Promoting the safety climate
Management visibility
Risk-taking behaviours
Incidents and stopping the job
Satisfaction with safety
activities
17,655
respondents
19,259
respondents
If your line manager was to fail in one of the following areas,
which would they view as most serious?
Safety? Environment? Schedule? Budget? Reputation?Technip group
2016
HSE Climate has improved
“The world exists not merely in itself
but also as it appears to me”
Pulse HSE Leadership
You are the message
HSE as a core value
Walking the talk
Behaviours, actions and
communication
Your own leadership qualities
Challenges need solutions
Leadership commitments, actions
and objectives
“HSE Leadership Challenge Analysis”
Pulse HSE Leadership II
Your team sets the standard
HSEL 1 recap
Your Team leadership qualities and
challenges
Team HSE Leadership Challenges need
solutions
Team HSE Leadership commitments,
actions and objectives
Persuasive communication skills change the perception of
the people that work for a company
Storyboarding
Audience Centered Messaging
Framing your Topic
Role of Evidence
Content Selection
Message Development and
Structure
Brain to Brain Communication
Pulse Articulus
Emotion + Intellect = Memorable
Pulse HSE leadership for Engineers
Promote alignment in establishing
HSE as a core value
Promote design HSE capability
maturity and the impact team
members have on design HSE
Discuss challenges and identify
solutions
Define HSE Leadership
commitments. – generate actions
Prepare to communicate
commitments and expectations
Introduce Design Capability
Maturity Model (DCMM)
Consistently inherently safe designs
Pulse Manager and Supervisor
Those “small things” that can impact on higher level events
Use industry best practise in
behavioural safety management to
improve safety performance.
Provide managers and
supervisors with knowledge and
skills to become effective safety
leaders through actions
Provide a locally based skill set
for quality program delivery,
implementation, and monitoring
Effectiveness can be measured and
quality sustained internally
Pulse for the Workforce
Focus on leadership behaviours
Common HSE vision
Pragmatic and achievable actions
Leadership qualities improve HSE
climate and performance
"Walk the talk“
Delivering the message
Understanding our role
Align communication
and management commitments
Pulse for the Office
Focus on HSE Awareness and Intervention
Common HSE vision
Leadership qualities improve HSE
climate and performance
Observation and Reporting
Effective Intervention and
Communication
Accountability for H, S and E
Creating Ownership of Health, Safety and Environment in
the office
Benefits of the Pulse program to the business
• One Technip
• Business Differentiator
• Improved HSE Performance
• Own program
• Program versus initiative
• Integrated into all activities
• Leadership platform
• Employee engagement
and retention
• Unites and empowers ALL
• Personal responsibility
and accountability
• Connects people
• Assist International mobility
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0.5
2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 YTD
TRC
F TRCF
trend
Evolution of TRCF since introduction of PULSE program
Introduction of Program in 2007
Pulse Project Lifecycle
Technip’s Executive Committee feedback
The 2012 Pulse Survey results confirm;
The Pulse Program has made a positive change to our HSE
climate and to the way we conduct our business
Our investment in the Pulse Program is now considered to be
a Key Driver for “Doing the Right Thing” from a HSE
perspective and to achieving “One Technip”
The Pulse Program continues to move us towards becoming
the Industry Reference Company in HSE
Shell FLNG
“We were surprised at the maturity of the Technip program and we will be using it to underpin the entire
HSE philosophy for this project.”
Total
“We will use the pulse program on all our Technip projects and if we could we would use it on all our
projects.”
ARMCO
“A great program that has helped a lot.”
LOTUS
“How can we utilize your approach to improve our own safety climate.”
KBR
“We do not have anything like this we are going to have to re think.”
Chevron
“We are considering adopting the Pulse program in replacement of our current corporate Behaviour
Based Safety Program.”
CTC Marine
“The information on different characters gave valuable insight into how different people’s behaviour and
actions can have an influence on the team and safety in the workplace.”
Petrobras
“Taking part in this Pulse Session was for sure a privilege which benefitted both individuals and the
company as well. That is the way to go!”
M&M Offshore
“I found the Pulse Session to be very effective but also refreshing and helpful.”
What do Clients say about Pulse?
What’s next, when near-full coverage is reached?
Return On Investment
VS
Return On Expectations
The Value of Pulse for its Beneficiaries
• ROE measures the value of Pulse in the terms desired
by its key stakeholders (beneficiaries):
• The end is the beginning
• ROE is the ultimate indicator of value
• Business partnership is necessary to bring about positive
ROE
• Value must be created before it can be demonstrated
• A compelling chain of evidence demonstrates your
bottom line value
Cost of an accident: Say an LTIEstimated
personal cost COST
Time to investigate incident HIGH Cannot afford it
Number of additional emails to process MEDIUM Can mitigate for it
Travel related to incident LOW Can cope with it
Overtime work related to incident
Stress due to incident
Increased fatigue due to incident
Time to analyse and report incident
Moral or mental discomfort
Personal effort to prevent reocurence
Impact on direct co-workers
Impact on indirect co-workers and families
Loss of reputation
Loss of personnel directly due to incident
Loss of personnel indirectly due to incident
Amount of HSE training due to incident
Other HSE initiatives due to incident
Direct financial penalty caused by incident
Loss of credibility in HSE management process
Other direct cost of incident:
Other indirect cost of incident:
Total Cost:If you were CEO for one day, how much (H) Pulse training per staff
per year would you be prepared to invest in to avoid that cost? Days
Benefit of Pulse training:Estimated
personal benefit BENEFIT
Time saved instead of undergoing other company's training HIGH Must invest in it
Improved inter-personnel/personal communication MEDIUM Must budget for it
One program=One language Organisation-wide LOW Must leave it
Oportunity to demonstrate HSE leadership
prevalent "good-day" behaviours and communication
Improved R&R
Widespread informal use of root-cause analysis
Peace of mind
Widespread personnel intervention
Improved direct co-worker relation
Improved indirect co-worker relation
Attract customers on reputation
Retention of personnel directly due to Pulse
Attraction of new personnel due to Pulse
Enhanced (non-HSE) management skills thanks to Pulse
Enhancement of other HSE initiatives due to Pulse (H&E)
Direct financial savings thanks to Pulse
Reinforcement of HSE management process
Other direct benefit of Pulse:
Other indirect benefit of Pulse
Total Benefit:If you were CEO for one day, how much ($) Pulse training per staff
per year would you be prepared to invest in to acquire that benefit? $
The Beneficiaries nominate
the program’s KPIs
Reaction Learning Behaviour Results
PULSE Follow-ups:
Our Journey to expectations
• Pulse Coaching
• Pulse Refreshers
• Pulse Recharge
The key to achieving ROE
Coaching is about motivating people to change attitudes
and behaviours
Pulse Coaches
88% of what is learned training is lost if there is no follow up
Ensuring sustainability of Pulse by
providing targeted and effective follow up
Actively encouraging HSE climate change
and appreciation of HSE as a value
