Workshop P

Passionate about Safety: Effective Safety Training

Techniques

Tuesday, March 21, 2017

2 p.m. to 3:15 p.m.

   

Biographical Information

Bradford (Brad) Weber

Operations Manager, Safety Consulting Sheakley

One Sheakley Way, Cincinnati, OH 45246 (513) 326-4675 Fax (513) 326-8002

bweber@sheakley.com Brad Weber has held positions in the health and safety profession for over 10 years. He is currently the Operations Manager of the Health & Safety Services Consulting Team, a division of Sheakley. Brad’s expertise in drug and alcohol awareness and safety team development have been a huge part in the growth and success of his team. His knowledge and experience not only allow him to facilitate Drug-Free Workplace training sessions, but to continue to expand his training staff. Brad works with employers to develop programs to help make their workplaces safe for their employees. Brad is a respected member of the American Society of Safety Engineers and is an officer of the Southwest Ohio Chapter. He resides in Cincinnati and has a love for jazz music.

Techniques For Safety Training2017 REVISIONINITIAL TRAIN THE TRAINER COURSE STUDYPRESENTED BYSHEAKLEY HEALTH & SAFETY SERVICES

Disclaimer

The materials provided are for informational purposes only. Sheakley UniService, Inc. makes no representations or warranties either express or implied with respect to the continuing legal accuracy of the material presented herein.

The recipient understands and acknowledges that they are liable for the use or application of information provided in the materials. Recipient further agrees that the material will be used in accordance with any applicable federal, state or local law. Sheakley recommends consultation with competent legal counsel prior to taking any labor-related action.

Sheakley UniService, Inc. shall have no obligation to defend, indemnify, hold harmless or otherwise be held responsible for any direct or consequential damage, including attorney’s fees, resulting from the improper use of the attached material.

The Reason We TrainTHE COST OF SAFETY

5 Reasons For Workplace Accidents

TrainingProduction vs. SafetyShortcutsFatigueSubstance Abuse

2016 Liberty Mutual Safety Index

2016 Liberty Mutual Workplace Safety Index

Workplace injuries amounted to nearly $62 billion in U.S. workers’ comp costs. $1 billion a week by businesses on injuries. Direct costs of all disabling work related injuries equaled. $61.88 billion, top 10 causes compromising 83%.

Top 10 Injury Cases

25% overexertion lifting, pushing, pulling and throwing objects. 16% falls on the same level. 9% falls to a lower level. 8% struck by object or equipment. 7% other exertions or bodily reactions (65%). Roadway incidents/motorized vehicles. Slip or trip without fall. Caught in/compressed by objects. Struck against objects. Repetitive motions involving micro-tasks (18%).

25 % of all workers’ compensation claims are back related.40% of claims costs are a result of the 25% back injury.

_____ of workplace accidents are a result of hazards, unsafe conditions._____ of workplace accidents are a result of unsafe behaviors.

Without safety, _________ and _________ cannot be maximized to its full potential.

Direct and Indirect Costs

In addition to their social costs, workplace injuries and illnesses have a major impact on an employer’s bottom line. $1 billion per week is estimated by OSHA for direct workers’ compensation costsWorkplace injuries and illnesses include direct and indirect costs. Direct Costs

Workers’ compensation paymentsMedical expensesCosts for legal fees.

Indirect CostsTraining replacement employeesAccident investigation/corrective measuresLost productivityRepairs of damaged equipment and propertyEmployee morale and absenteeism

Exercise

How does your company currently measure safety?

Rank the Following

QualityCost containmentSafetyCustomer satisfactionProductionEmployee morale

What about “Safety First”?

Adult Educational Theories

Implications for Trainers

Training should strive to use as many adult learning principles as possible.

Relevance • The material presented should be relevant to the adult participants.

Similarity• To facilitate the transfer of skills learned through active participation.

Active Participation • Employees should be able to interact with other workers and trainer. • The atmosphere should help them feel safe to risk participating. • It takes adults longer to perform some activities and to feel safe to speak out

and ask questions. Providing Objectives

• Big picture and direction of the session is seen. • Judge the time. • Adults have many demands of their time. • Define the parameters in advance.

Good is the enemy of great!LET’S MAKE A GOOD PRESENTATION A GREAT ONE!

Presentation Success Cycle

Passion, 25%

Positive, 9%

Enthusiasm, 9%

Sincere, 9%Confidence, 9%

Believability, 9%

Credibility, 9%

Engage, 9%

Success, 9%PassionPositiveEnthusiasmSincereConfidenceBelievabilityCredibilityEngageSuccess

Understanding YourselfLET’S START WITH THE BASICS

Your Appearance is Important

Your appearance speaks before you do.Dress, hairstyle and accessories send a message.Always dress one up from your audience.Dress to your situation.

Eye Contact/Smile and Facial Expressions Matter

Eye contact is important for you to connect with your audience.Your smile will convey:

SincerityCredibilityConfidenceAgreement with your subject

Body Language

Be expressive with body movement.Describe your topic with hand gestures.Develop a movement pattern you are comfortable with.

Areas To Avoid

# 1 Know It All Syndrome

# 2 Disorganization, Starting/Ending Late

# 3 Equipment/Materials Sophistication

# 4 Lack of Preparation

# 5 Not Responding to Your Audience

# 6 Apology, Pronunciation, Language

Recognize Hindering Factors and Overcome Challenges we Face

Detail overload/vocal controlDo not talk in jargonDon’t let them see you sweat/insult to injurySpeak out with enthusiasmArrogance and humorRemember to close it up

4 Key Points for Trainers

Passion and enthusiasmBe confidentAll presentations should flowVisual aids enhance your presentation

Know your Audience

The greatest need of every human being is the need of appreciation.

-Adapted from William James

Analyze your Audience

Demographics and AttitudesAddress, age, gender, ethnicity and statusAnticipate audience “buy-in”

• Agree, remain neutral, disagree Consider audience knowledge of topic

Gather information

Gather Information

The first five minutes are key in any presentation.

What keeps you interested in a topic?

Be Persuasive

Consider audience opinion, values, beliefsConsider company policy

Consider Your Audience Retention Rate

Retention

90%

70%

50%

30%

20%

10%

Say & Do

Say

Hear & See

See

Hear

Read

Involve Me

Please Involve your Audience

Is our job as trainers simply to cover material or to empower participants to perform their job better?

Adult Learners

Visual Aids Appeal to Many

You are the best visual aid you have, eye contact, good posture and projection of your voice will improve your presentation. The use of objects or “props” will aid as well. The dictionary defines a prop as anything or item that supports another.

These items will aid you to emphasize a point or subject:

Name tags – when used it aids you to call attendees by nameTrivia – breaks up learning activityMagic tricks – simple card tricks can prove a point or break up a sessionTime – use for time testing, breaks, group activitiesDart game – excellent to prove a point about team work, listening skills

Additional items that can be used to emphasize a point or subject.

Balloon toss – use balloon, koosh or beach ball to toss in group for main activities: group leader choice, question and answer selection, content answersList 4 Items – good team exercise for ice breakerArrow on the head – object that shows you are just the messenger for mandated trainingsSurvival exercise – great for team development and an ice breakerLarge dice – great way to let attendees choose questions, answers for content or review

Adult Learners

Who are you going to train?How adults learn best.

Attitude

Repetition

FrequentQuestionsExplain a conceptSummaries

Active Participation

Participate/small groupsCompetitionMeaningful to the audienceAdult attention span

Visuals

Largest percent of adults are visual learners.Small percentage of auditory learners.Small percentage of kinesthetic learners.

Questions and DiscussionsWHY ARE THEY IMPORTANT?

How to Ask a Question

Vary your questions.Speak distinctly.Avoid calling always on those who appear to know the answer.

Questions

The question is not only a useful but highly versatile tool. A good teacher tries to talk as little as possible and makes the students do the talking. This is achieved by asking the right kind of questions. Questions can help you:

Begin a discussionDirect the thinking of the groupObtain information or opinionEnd or limit the discussionGet participation from a particular studentDetermine the students’ understanding or knowledge

Negative Learners

You may encounter people you are to train that are negative, disruptive and difficult.They don’t feel they need to be included in the training activity.

Dealing with Negative Learners

Following are some tips on dealing with the small numbers of unhappy or mandated learners you may encounter.

Remember why you are the trainer.Do not focus on their needs; defuse them by concentration on the positive learner.Never let them see you sweat.Engage learners, activate them in activities to bond their efforts.If all else fails, talk to them.Ask attendees to “sit on them” or “kick them out”.

Most are cautious with an unfamiliar situation.Help those adults get comfortable with your instruction style.

_______ _______ & _______ ______________ _______ _______

Body LanguageOUR BODY LANGUAGE SPEAKS LOUDER THAN OUR VOICE.

Pre-Training Preparation

Schedule the safety training early in the shift. Avoid Mondays and Fridays. Make a regular schedule. Consider sending out a reminder. Stick to the topic and agenda.

Now let’s look at who we will be training…

How our workforce is changing and why we should care. How generations differ in their approach to work and life. Why differences cause conflict and risk and what to do about it. How adults choose to learn. Using stories to develop safety training that is effective for all workers.

What is a generation?

A generation is a group of people who were programmed at the same time in history.

Demographic Challenges

Diversity of: GenerationsNational culturesRegional culturesGenderReligious beliefsFamily values

Generational Diversity

Traditionalist Born 1925‐1945  Baby Boomer Born 

1946‐1964 

Generation X Born 1965‐1981 

Generation Y Born 1982‐2002 

91‐7170‐52

51‐35

34‐14

*Projections from late 1990’s 

Hard fact is our literacy level is changing. About 7000 students drop our of high school every day in the U.S.In 2014, only 22-25% of graduating U.S. seniors met or exceeded the college readiness requirements for science, math, reading and English.

Amid this complexity, who do employers believe is the hardest to manage?

Baby boomers – 33.9%Millennials – 47.6%

Of business leaders and HR professionals: 75% acknowledge the importance of providing modern tools, mobile apps, social media wearables and self-service. 30% find it hard to build teams in this new, diverse, multi-generational marketplace. 45% admit these differences cause conflict and risk. 50% admit to not fully understanding the generations that work for them. 22% are totally unprepared for millennial led trends in the workplace.

“Research shows that five distinct categories of variables related to work, employment and organizations appear to differ significantly across generations. These are:

Work and life related valuesMotivatorsProfessional growthAttitudes to rules, authority and hierarchy Attitudes to learning, training and development and the work environment.”

• http://muligen.shrmindia.org/research/study-info

Traditionalists

Conservative in dress and language Mediators Just fix problems, don’t talk about them Employment is a career Loyal (join service orgs.) Live to work “Traditional” American work ethic Disciplined and stable

(BORN 1925-1945)

Baby Boomers

Largest generation in U.S. history Want things their way Optimistic and confident Less loyal to institutions Value affluence and image Value youth Identify with work Productivity oriented…willing to work hard Sacrifice for careers Value teamwork Good communication skills

(BORN 1946-1964)

Generation X

Skeptical and questioning Value personal freedom First latchkey generation High tech users Informal Work to live Loyal to people, not organizations Used to female authority Good at dealing with chaos and change

(BORN 1965-1981)

Millennial Generation

Very confident Believe they will make a difference Over-protected generation Expect rewards for trying, not just succeeding Used to “do-overs” Very connected…technology has always been available Like to work in groups Expect promotions quickly Gender equality is a given Most multicultural generation Short attention spans Value autonomy & flexibility

(BORN 1982-2002)

Look at Expectations & Preferences

Traditionalists Not computer savvy Don’t like profanity/slang Want experience to be valued Rewards include plaques, certificates Expect leader to be fair, consistent, logical, organized

Baby Boomers Want to be included in decisions Value their opinions, contributions Interact personally with them Rewards include promotion, appreciation, recognition Expect leaders to be democratic, personal, open to input

Look at Preferences & Expectations

Generation X Skeptical, distrustful of authority Give as much flexibility as possible Love technology -- not afraid of it Keep rules to a minimum Rewards include free time, new experiences, high-tech toys Expect leaders not to be micro-managers, too bureaucratic. Leaders must walk the talk, focus on results, not process

Millennials Need mentors, coaches, supervisors who will teach (especially Boomers) Like to multi-task Ability to work with high-tech Need to work on interpersonal skills Rewards include awards, certificates, other evidence of ability/credibility Expect leaders to be consistent, organized, value their technical savvy Won’t respond to leaders who are condescendingly, cynical, sarcastic, or treat them as if they are too young to be valuable

What does this have to do with safety training?

Baby Boomers make up one third of the working U.S. population. 8000 boomers are retiring every day and taking with them the knowledge, skills and occupational wisdom they have gained over their careers. It takes an average of 8-10 years for a worker to develop specific expertise.

Older and younger workers are injured and killed much more often than other workers.

“The overall fatal occupational injury rate is higher for Hispanic/Latino workers than for all workers.”

BLS 2013

Adults don’t learn the way kids do!

Adult Learners

Self-directingBase learning in life experienceMust be convinced of the relevance of learningMust be convinced they are able to do the task Want learning to be enjoyableVery practical in what they choose to learnInternally and externally motivated

Child Learners

DependentAnswers come from others, not their own experienceExpect to be told what to learn (externally motivated)Tolerant of abstract learning (numbers, alphabet, for example)

Adult Learning Styles

Visual42.5%

Audible 35%

Kinesthetic 22.5%

Visual

Audible

Kinesthetic - Smell,Taste, Touch

To assist visual learners…

DiagramsChartsPostersPhotographsFlash cardsVideosStoriesWorkbooksActual equipment and tools

Tools for audio learners…

LecturesTool box talksVideosStoriesSongsTestimonials

Kinesthetic aids might include…

PPE’s to practice on (fall protection, respirators, chemical hazard shields, etc)Common hand toolsWorkbooksHands-on activitiesSocial media (e-Training)StoriesGamesSmall group work Tours

The brain…

The Conscious BrainData drivenSequentialPrefers logical orderMakes decisions based on rulesAware of “now”Can only process 1-3 things at a timeAverages 2000 bits of information per second

The Unconscious BrainExperience drivenIntuitiveUses feelings, thoughts and ideas for decisionsIs timelessGreat at multi-tasking

1. Averages 10,000 bits of information per second

Stories add “experiences” to the unconscious brain without the need to actually experience the event. They can then become part of the decision-making process.

Adults learn best by having experiences and then reflecting on them. Every training session must provide an opportunity for people to experience something new and discuss it, or to analyze it in terms of their own experience.

Evaluation

Reasons why.Steps to obtain feedback.Sample evaluation.Using this tool.

Reasons Why We Need Feedback

We are finished, it must be okay?Change or improvements – stop/start/continue.Prepare a report to Training/HR Management.Measure trainers effectiveness.Monitor trainers capabilities.To measure attendee behavior.

Obtaining Feedback

Should be immediate (5 days).Given to everyone/select group/random group.Evaluation should reflect training objectives.Choose best method of communication.Do not recommend end of session.Evaluate the evaluation.

Arrangements Checklist

Select a seating arrangement.Provide surface for writing.Accommodate attendants with special needs: hearing, seeing, mobility.Plan sufficient space.Provide for easy access.Avoid obnoxious odors or enticing aromas.

Name One Thing You Learned

SHEAKLEY HEALTH & SAFETY SERVICES

BRAD WEBERBRAD.WEBER@SHEAKLEY.COM

1-800-877-5055 X 2014ONE SHEAKLEY WAY

CINCINNATI, OH 45246