David Cant
'Mind The Risks'
Behavioural Change in Construction

Transformative Triumph: Unleashing the Power of Behavioural Change in the Workplace.

Once upon a time, I worked with a client determined to foster a positive shift in their workplace culture. The key challenge was instigating behavioural change among their employees to enhance collaboration and boost productivity.

And so, we kicked things off.

We conducted workshops that focused on fostering a growth mindset. We delved into the power of embracing challenges and viewing failures as opportunities to learn and improve.

We shared real-life stories of individuals who turned setbacks into stepping stones, igniting inspiration among the workforce.

Next, we introduced the concept of “micro-habits” – small, manageable changes in daily routines that could collectively make a significant impact. For instance, we encouraged teams to start their day with a quick huddle to set priorities and share successes.

This simple routine created a sense of unity and purpose.

Implementing positive reinforcement played a crucial role. We instituted recognition programs to acknowledge and celebrate individual and team achievements.

This not only boosted morale but also motivated others to emulate the behaviours that garnered recognition.

Additionally, we established a feedback loop to facilitate open communication. Regular check-ins and anonymous suggestion boxes allowed employees to voice concerns and contribute ideas for improvement.

This inclusivity empowered the workforce, making them active participants in the transformation process.

As the days turned into weeks, the results were nothing short of remarkable. Employee engagement levels soared, collaboration became the norm, and productivity increased significantly.

The once-muted construction team buzzed with energy and creativity.

The success story didn’t end there.

The client noticed decreased absenteeism, improved client satisfaction, and a surge in employee retention rates.

The positive behavioural changes had created a ripple effect, shaping a workplace culture that not only embraced change but thrived on it.

Ultimately, it was a testament to the transformative power of intentional behavioural change.

By fostering a growth mindset, implementing practical habits, and prioritising positive reinforcement, we not only met but exceeded the client’s expectations, creating a workplace where success was not just a goal but a shared journey.

If I can be of any help to your business, please get in touch.

Workplace Safety and Behavioural Science

Mindful Moves: Improving Workplace Safety with the Science of Smart Choices

Enter the mysterious world of behavioural science and how it can be a game-changer in transforming workplace safety and culture by tackling those tricky irrational thinking patterns.

Imagine this:

A workplace where safety isn’t just a set of rules but a way of thinking, a shared mindset that embraces the well-being of every team member. Now, enter the leader of this little adventure – behavioural science.

Rewriting the Script:

  • In our minds, we often follow scripts that lead us to shortcuts or risky decisions. Behavioural science helps us rewrite these scripts. It’s like giving our brains a safety upgrade, tweaking the narrative so that making the safer choice becomes the new leader’s journey.

Nudging Toward Safety:

  • Think of behavioural nudges as friendly whispers guiding us toward the right path. Subtle cues, reminders, and visuals are strategically placed to nudge us away from potential hazards gently. It’s like having a personal safety coach cheering you on in the background.

Turning Mistakes into Lessons:

  • We’re all human, and mistakes happen. Behavioural science doesn’t point fingers; instead, it turns mistakes into lessons. By creating a culture that sees near-misses as learning opportunities, we’re transforming oops moments into stepping stones toward a safer, smarter future.

Celebrating the Safety Leaders:

  • Who doesn’t love a good pat on the back? Behavioural science encourages reinforcing behaviour and celebrating the safety leaders among us. Those who consistently make safe choices become the leaders, inspiring others to follow and improve performance.

Unmasking Cognitive Biases:

  • Have you ever heard of those sneaky cognitive biases that can lead us down the wrong path? Behavioural science is like a detective, unmasking these biases and showing us how to outsmart them. It’s empowering us to be the Sherlock Holmes of our own safety adventure.

The Power of Positive Peer Pressure:

  • We’re all influenced by those around us. Behavioural science harnesses the power of positive peer pressure. Showcasing the majority making safe choices creates a ripple effect where safety becomes the right, admirable choice.

Gamifying Safety:

  • Who said safety training has to be dull? Behavioural science introduces a bit of fun into the mix. Imagine safety challenges and games that make learning an adventure. It’s like turning workplace safety into a quest where everyone emerges as the leader.

Setting Sail with Personal Safety Goals:

  • Everyone loves a goal. Behavioural science can encourage us to set personal safety goals. It’s like charting our course toward a safer future. Small, achievable milestones become the compass guiding us, making safety a journey worth taking.

So, by rewriting the script, behavioural science principles can help organisations foster a safety culture that addresses irrational thinking and promotes long-term, positive behavioural change among employees.

Here’s to workplaces where behavioural science isn’t just a fancy term but a guiding force. It’s about nudging people toward smart choices, a companion on your journey to a safer, happier, and more sustainable workplace.

A health and safety consultants journey

A journey in safety management empowering positive change

Hello there, fellow safety professionals!

I want to share a journey of the old me and the new me, a personal transformation from the negative to the positive regarding safety management.

Safety is not just a set of rules and regulations; it’s a way of life we must embrace wholeheartedly.

So, let’s embark on this journey together, and I hope my experiences and insights can inspire and guide you toward becoming a more proactive safety professional.

Let’s dive in.

Self-reflection and awareness

The first and most crucial step in becoming a positive safety professional is self-reflection and awareness. Take some time to reflect on your current attitude towards safety. Are you constantly focusing on the negatives, or do you see the potential for improvement and growth?

Example:

The old me: “Ugh, another safety meeting. This is so tedious.”

The new me: “I’m grateful for the opportunity to make our workplace safer through these meetings.”

Embrace a learning mindset

You need to adopt a learning mindset to shift from negativity to positivity. Safety is an evolving field, and there’s always something new to discover. Embrace every challenge as a chance to learn and grow.

Example:

The old me: “Why do we have to change our safety procedures again?”

The new me: “Let’s see how this change can enhance our safety measures and potentially save lives.”

Communicate effectively

Effective communication is key to fostering a positive culture of safety. Encourage open and honest discussions about safety concerns. Be a good listener, and ensure that everyone feels heard and valued.

Example:

The old me: “These employees never listen to me about safety.”

The new me: “I’ll engage in a dialogue with the employees to understand their perspective and concerns.”

Lead by example

As a safety professional, you are a role model for others. Lead by example in your commitment to safety. Practice what you preach and demonstrate the behaviours you want to see in your colleagues.

Example:

The old me: “Why should I wear my safety gear if no one else does?”

The new me: “I’ll wear my safety gear consistently to set a positive example for my colleagues.”

Celebrate your successes

Celebrate even the smallest safety successes. Positive reinforcement can do wonders for morale and motivation. Acknowledge and appreciate the efforts of your team in making the workplace safer.

Example:

The old me: “We haven’t had an accident in months, but that’s just luck.”

The new me: “Our accident-free streak is a result of our collective commitment to safety. Let’s keep up the good work!”

Continuous Improvement

Lastly, always strive for continuous improvement. Stay updated on the latest safety practices, encourage innovation, and be open to new ideas. Challenge the status quo and never settle for mediocrity.

Example:

The old me: “Our safety procedures are fine; there’s no need to change anything.”

The new me: “Let’s regularly review and update our safety procedures to ensure they are the best they can be.”

Just before you go…

Becoming a proactive safety professional is not an overnight transformation. It’s a journey. One that is rewarding.

Remember, your positive attitude towards safety can inspire and motivate your colleagues, ultimately creating a safer and more enjoyable workplace for everyone.

So, let’s embrace this journey together and make safety management a force for positive change in our organisations!

Safety coaching and leadership professional in construction

Inspiring Safety Excellence: Leading by Example – Mark’s Journey

Are you a business owner, manager or supervisor?

An inspiring case study follows how a Safety Manager named Mark successfully transformed his company’s safety performance through coaching, lasting behavioural change, and exemplary leadership.

Mark’s journey is a testament to the power of compassion, dedication, and the ripple effect of positive change in creating safer and healthier workplaces.

We have the challenge:

When Mark took on the role of Safety Manager at a construction company, he observed a significant gap between safety policies and actual safety practices. Incidents occurred, and workers seemed disconnected from safety protocols, leading to many near misses.

So help was on hand with several areas that made an improvement.

It all started with a coaching approach:

Mark already believed that meaningful change begins with understanding the workers’ perspectives and guiding them towards a shared vision of safety excellence.

  1. Listening and Empathy: Mark learned to actively listen to the workforce’s concerns, fears, and suggestions without judgment. He showed genuine empathy, recognizing the value of their input and experiences.
  2. Building Rapport: Mark fostered trust and rapport with the workforce through regular safety meetings, encouraging them to see him as a partner in their safety journey.

Doses of positive reinforcement and recognition:

Understanding the power of positive reinforcement helped Mark introduce several initiatives to recognise and reward safety-conscious behaviours.

  1. Safety Champion Awards: Mark initiated a monthly Safety Champion Award, where individuals or teams were acknowledged and celebrated for outstanding safety contributions. This recognition uplifted the morale and motivated others to strive for excellence.
  2. Safety Success Stories: Mark shared safety success stories from the workforce, highlighting instances where proactive safety measures prevented potential accidents through near-miss reporting. These stories inspired others to follow suit.

Moving forward with leadership development:

Mark firmly believed that leadership goes beyond titles and that everyone could be a safety leader in their own right.

  1. Safety Leadership Training: Mark’s leadership development helped him prepare workshops focusing on effective communication, coaching techniques, and empowering his workforce to take ownership of safety.
  2. Leading by Example: Mark consistently demonstrated his commitment to safety through his actions and decisions. He works closely with front-line workers and supervisors, leading safety initiatives from the front and setting an inspiring example for the entire business.

There were outstanding results:

Mark’s new skills in safety coaching, positive reinforcement techniques, and leadership development helped radically transform the company’s safety culture.

  1. Reduced Incidents: Safety incidents significantly decreased, with near misses being reported and addressed promptly.
  2. Increased Employee Engagement: Workers actively participated in safety initiatives, contributing innovative ideas and becoming safety advocates in their respective teams.
  3. Improved Communication: A culture of open communication and trust flourished, enabling a seamless exchange of safety-related information.
  4. Safety as a Core Value: Safety became ingrained as a core value within the business, transcending mere compliance and becoming an integral part of the company’s identity.

And that was only the beginning:

Mark’s journey as a Safety Manager exemplified the immense impact of coaching, lasting behavioural change, and leadership in creating a safer and more fulfilling work environment.

His dedication to understanding the workforce’s behaviour, recognising their efforts, and nurturing safety leadership at all levels inspired business owners to embrace safety excellence.

Learning from Mark’s journey and remembering that everyone can influence positive change and build a culture of safety that empowers and protects individuals at work. Even you.

Together, we can make a lasting impact and create workplaces where safety is a value and a way of life.

Do you want to learn to be like Mark and help inspire safety excellence?

Get in touch today. I’m ready to help.

leadership coaching

Leadership Coaching: Lets unlock your true potential

Leadership coaching is a process that helps leaders develop their skills and abilities to improve their performance and the performance of their organisation.

The coaching relationship is typically between the leader and a professional coach, who may be an internal or external consultant. It is designed to help the leader identify areas for improvement, set goals, and develop action plans to achieve those goals.

Coaching may focus on specific skills or behaviours, such as communication, delegation, or problem-solving, or it may be more general in nature and address overall leadership development. The coach uses various techniques, such as active listening, questioning, and feedback, to help the leader gain insight and understanding and to support them in taking action.

Coaching can be delivered one-on-one, in groups, or in a team setting, depending on the needs of the organisation and the individuals involved.

Coaching is often used with other leadership development programs, such as training or mentoring.

Leadership coaching can significantly impact an individual leader’s performance and effectiveness. It can also benefit the organisation by improving communication, teamwork, and overall performance.

It’s important to note that leadership coaching is a partnership between the coach and the individual being coached. Successful outcomes often hinge on the rapport and trust between the two parties and the individuals willing to be open and receptive to feedback.

An example of leadership coaching in action

An example of leadership coaching in action is an executive coaching session with a Manager. The coach begins by helping the manager to identify areas where they want to improve as a leader. The manager realizes they struggle with delegating tasks effectively and maintaining good relationships with their team.

The coach works with the Manager to better understand their leadership style and how it impacts their team. Through this process, the manager realises that they have a tendency to micromanage, causing frustration and low morale among their team members.

The coach then helps the manager to develop a new, more effective approach to delegation, including setting clear expectations, providing adequate resources, and empowering team members to take ownership of their work. The coach also works with the manager to improve their communication and interpersonal skills to foster better relationships with their team.

Over time, the manager notices that their delegation skills have improved, and their team is more engaged and productive. The manager also feels more fulfilled and satisfied in their role as a leader.

This is an example of how leadership coaching can help leaders identify areas for improvement, develop new skills, and achieve their goals, leading to better outcomes for themselves and their organisation.

The different types of leadership coaching

Executive Coaching:

This type of coaching is tailored specifically to top-level executives and business leaders to help them improve their leadership skills, navigate organizational challenges, and achieve their professional goals.

Team Coaching:

This approach involves working with a group of leaders or team members to develop their collective leadership skills, improve team dynamics, and achieve common goals.

Transformational Coaching:

This type of coaching helps leaders transform their personal and professional lives by developing self-awareness, identifying limiting beliefs, and setting meaningful goals.

Servant Leadership Coaching:

This approach focuses on helping leaders develop a servant-oriented leadership style, where they prioritize the needs of their team and organization over their own.

Situational Leadership Coaching:

This type of coaching focuses on developing leaders’ skills in adapting their leadership style to different situations, individuals, and teams.

Values-Based Leadership Coaching:

This approach involves exploring and aligning a leader’s values with their leadership style, behaviours, and decisions, to create a more fulfilling and practical leadership experience.

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Veritas Consulting friendly safety professionals

Why safety professionals need to be the friendliest people in the workplace

Firstly, let’s clarify that being friendly doesn’t mean you must be friends with employees.

Now we know safety professionals play a critical role in promoting a safe and healthy work environment for all employees. One important aspect of their job is building trust and positive relationships with workers to communicate safety information and foster a culture of safety effectively.

Being friendly and approachable can help break down barriers and create a more open, psychologically safe and inclusive environment where employees feel comfortable sharing concerns or asking questions.

Additionally, a friendly and approachable safety professional may better identify and address potential safety hazards or issues, as workers are more likely to report them to someone they trust and without fear of retaliation.

Furthermore, they can help create a positive attitude and culture towards safety in the workplace, where everyone is willing to work together to keep themselves and others safe.

There are several ways that safety professionals can be the friendliest in the workplace and promote a positive culture of safety.

1. Be approachable:

This can be achieved by maintaining an open-door policy, being a good listener, being available to answer questions, and actively seeking out employee feedback.

2. Communicate effectively:

Clear and concise communication is key in any workplace, but it’s particularly important for safety professionals. They should communicate safety information in a way that is easy to understand and listen attentively to the employees.

An example

Use simple language and avoid jargon or technical terms. Speaking in simple language is like putting on a pair of comfortable shoes. It allows for easy movement and understanding, whereas using jargon and technical terms is like walking on stilts, it may impress some people, but it’s hard to keep up, and it can be off-putting for others.

Another helpful communication technique is being curious and asking open questions instead of saying, “Does that make sense to you” Ask, “What didn’t make sense to you” this approach encourages dialogue.

3. Encourage participation:

Safety professionals should actively involve employees in developing and implementing safety policies and procedures. This can help to build buy-in and promote a sense of ownership among employees. What can work well is asking employees for their input on improving things.

4. Trust and respect:

Being friendly demonstrates empathy and understanding that can help to build trust, respect and motivation among team members.

A tip

Make sure to check in regularly with your colleagues to see how they are doing both personally and professionally. for example, ask, “What did they get up to the weekend?” “How did the family party go” and “What can I do to help make your job easier?”

5. Lead by example:

Safety professionals should practice what they preach and set an excellent example regarding safety behaviour. This will show that they take safety seriously and can also help encourage employees to do the same.

6. Show recognition and appreciation:

Acknowledge and appreciate employees when they do something right regarding safety. Safety professionals should also recognise and reward good safety performance, which can help to boost morale and encourage employees to continue to work safely.

7. Use a sense of humour:

Professionally, using a sense of humour can help to build rapport and ease tension in the workplace, making it a more comfortable and inviting place for employees.

However, it’s important to note that being friendly doesn’t mean safety professionals must compromise on ethics, professional standards, and decision-making. Still, it helps them to lead and manage a team effectively. So can you be too friendly?

All these actions can help build positive relationships with employees, promote a culture of safety, and ultimately ensure a safe and healthy work environment.

Ask yourself: How friendly are you in the workplace?

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Contact David

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