dreamdaredazzle

[dreamdaredazzle]

When everythig is a priority, nothing is a priority What is a priority? The word priority comes from the Anglo-Norman French word priorie, which means “elder or superior of a religious order.” A priory is a small monaster y or nunnery governed by a prior or a prioress. In today’s world, a priority is something governed by a higher order. In this podcast I’ll make the case that your highest priorities are best derived from your purpose and promises. Doing this purposefully as opposed to accidentally is the purpose of our podcast.... Resource: Force Field Analysis https://asq.org/quality-resources/force-field-analysis

[dreamdaredazzle]

When you work through the exercises of the Purpose Principle, you come to the Promises Principle with high hopes of having your purpose become real. This is a substantial piece of leadership development that while challenging, will provide you with 10 significant advantages. When viewed together these advantages become the catalyst for you accomplishing transformational work and creating a mindset of passion, innovation, and growth..... Resource The Meaning of Life: Letters from Extraordinary People and their Answer to Life's Biggest Question, James Bailey https://www.amazon.co.uk/Meaning-Life-Letters-Extraordinary-Question  

[dreamdaredazzle]

Promises influence people’s behaviour in one of two ways:

A promise kept builds trust, respect, and credibility.

A promise broken does the opposite. 

Broken promises not only have an impact on the task and technical aspects of work, but they also have a much greater negative impact on the relational aspects of leadership.  In order for promises to have a positive influence on other people there are three must have aspects of a promise that have to be considered. Let's explore....

[dreamdaredazzle]

What is the root of apprehension, ambiguity, and uncertainty? At the centre of each word is fear. If I am apprehensive, I am afraid of the unknown. When ambiguity is present I am unsure of what might happen. With uncerainty, I might be afraid about what I should do next. I don’t want to fail or lose something important, so I hold back. In each case, smart, talented, and well-meaning workers stand on the sidelines rather than running onto to pitch and 'having a go". This is a recipe for underperformance. Far too many of us live in fear when it comes to our business lives - let's see "what we can do"...

[dreamdaredazzle]

A promise is an abiding commitment, an assurance to others that we will or will not do something.  Promises are voluntary and not ever forced. Promises must be voluntary. When promises are made solely to placate someone or to get a foot in the door only to turn the tables and renegotiate the outcome, the promises come across as hollow and manipulative. They are about so much more - let's explore.....

[dreamdaredazzle]

Organisations know about the power of brands. Brands create value, loyalty, and, when compelling and distinctive, they create profound emotional experiences for customers that attract more customers who want the same experience.  What is not recognised as much is that a leader’s brand can be a catalyst for transformational growth. Transformational leaders no longer rely solely on their organisation’s brand to guide their behaviour.  Transformational leaders develop their own individual brand.  Resource: Personal Branding Examples https://ohhmybrand.com/personal-branding-examples/

[dreamdaredazzle]

The key idea about being distinctive is less about being something to people that you aren’t and more about aligning what you are gifted and talented at doing in highly differentiated ways for people who value it.  Resource: This I believe.... https://thisibelieve.org/

[dreamdaredazzle]

 Dramatic performance  personally and professionally, are closer than you think when you have a clearly defined purpose. Improvements of almost all types in organisations start with one word: clarity.  It is used with respect to expectations, results, value, competencies, accountability, and what makes us feel alive and vibrant. Without clarity there is little-to-no likelihood that focus can follow. With clarity and focus come new insights, new strategies, and new behaviors that move individuals and organizations forward in unprecedented ways.  We can help find our Puspose by exploring our Talent, Love and Values.

[dreamdaredazzle]

Dramatic performance as well as engagement and satisfaction 'are within your grasp' when you have a clear and empowering Purpose. Improvements of almost all types in organistions start with one word: clarity. It is used with respect to expectations, results, value, competencies, accountability, and what makes us feel alive and vibrant.   With clarity and focus come new insights, new strategies, and new behaviours that move individuals and organisations forward in exceptional ways. Let's explore....

[dreamdaredazzle]

If you want a flourishing business - one that has top-line growth, greater profitability, high levels of customer satisfaction, and top talent retention you must have flourishing relationships with your workforce, colleagues and customers. In today’s world of work, the customer experience must be so compelling that customers wouldn't  consider going elsewhere. This leads to a happy workplace where all srtive to be in 'top form', having fun in an empowering workplace. Let's explore the principles.....

[dreamdaredazzle]

Designing for people is a design process that focuses on the needs and characteristics of the users or operators. Good design takes into account how the operator is expected to interact with the workplace set up, the work equipment and how the work equipment fits into the system as a whole. As a result, facilities, hardware, systems, equipment, product tooling, materials, layout and configurations are adapted to human skills, limitations and anatomy. The design process requires an analysis of the work tasks that operators have to carry out and the effect of any constraints that the design and its influence on the environment (e.g. noise, vibration) is likely to have on the operator’s health, safety and well-being. Resource: Designin for performance https://www.iogp.org/workstreams/safety/safety/human-performance/

[dreamdaredazzle]

Let's look at leadership initially from a senior management level - having a duty of care to look after everyone within an organisation and all stakeholders. Understanding what human factors are about, how it applies to your business and where you can get additional support. Having People, Processes and Plant/Equipment effective for the tasks, environment and people from a human and organisational factors perspctive. Enhancing the the health and wellbeing of all and protecting our environment. Leadership is a philosophy. It’s an attitude. It’s a state of mind - it's about hearts and minds. And, it’s available to each one of us. In safety, we talk about leadership without title - we all can make a difference and influence others around us in a positive way. It can be as simple as uplifting someone by a smile.... Resources: Leadership for major hazards industries https://www.hse.gov.uk/pubns/indg277.pdf Energy Sector Hearts and Minds https://heartsandminds.energyinst.org/ ZeLeadership Series https://www.spreaker.com/episode/zeleaders-1-top-10-things-dazzling-leaders-do--51647600

[dreamdaredazzle]

Human and Organisational Factors (HOF) on one level are 'straigtforward' on another, they are pretty complex with many factors 'in play' simultaneously. The key elements involved are:

Leadership

Designing for People

Health and Safety Culture

Fitness for Work

Staffing and Workload

Useable procedures

Maintenance, Inspecting and testing error

Training and Competence

Safety-critical Communications

Organisational Change

Managing Human Reliability

Accident Investigation Root Cause Analysis and Lessons Learned

Today we will 'headline' them giving a 'taste' for the future - let's explore.

[dreamdaredazzle]

This is an introduction to a series of podcasts on a  Field Guide to Human and Organisational Factors that introduces, in a practical manner, the key principles and techniques to make our organisations and communities Stronger, Smarter and Safer. These insights are from a career of 4 decades spanning the Globe from the Artic Circle to Auastralasia within the Oil and Gas, Petrochemicals, Aviation, Logistics and Maritime Sectors as a Chartered Safety Engineer, Leadership Coach, Business Consultant and Accident Investigation Team Leader. Human and Organisational Factors (HOF) are about People who are involved in all aspects of work within our communites.  These are all the key elements within  workplaces in all Sectors that have an impact on the people who work there and the communites they impact that are fundamental in keeping everyone safe. Human and organisational factors affect how effectively and safely people are able to do their jobs. When managed well, human and organisational factors set people up for success. When they are poorly managed, or have not been considered, safety, productivity and wellbeing are compromised to the detrimment of everyone. Over the next few months we'll introduce the key aspects of this empowering area in an ever changing world to help our communites be more resilent and grow to the wellbeing of all. Bibliography Dame Judith Hackitt, Safety Leadership – a moral and ethical imperative https://youtu.be/xaBMKnUqjeY?si=mrzhPBc4SaLJgXJL Piper Alpha Tragedy https://www.stepchangeinsafety.net/workgroups/major-accident-hazard/remembering-piper-alpha/ Grenfell Tower Disaster https://youtu.be/PR4VhqZV9_I?si=K2K05_NyaabIdbI3 Cardiac Journey https://youtu.be/UeKTsfISp9E

[dreamdaredazzle]

Let's explore resilient organisational cultures - my research and experience has identified ‘signalling channels’ that  people use to pick up clues, cues, signs, and signals to determine ‘the way we do things round here’. (our culure) These are 'leading performance indicators' that allow us to pick up through each of the  channels if the organisational clues, cues, signs, and signals that we pick up are aligned and  logical as opposed to misaligned, illogical or at cross purposes”? This can help us identify if we have a resilient culture or one that is 'self- defeating"..... In which case we can look at 'nudging' our culture "back on track" ...... Reference: Intentional Revolutions - A Seven-Point Strategy for Transforming Organizations, MIT, Ed Nevis, Joan Lancourt , Helen Vassalo ISBN: 978-0-787-90240-7

[dreamdaredazzle]

Alone time in solitude can boost our weelbeing. This can be from relaxing and recharging to problem solving and emotional regulation. Solitude can benefit personal growth, contentment, creativity and our relationships with ourselves and others.  Learning what makes us better at spending time alone can help us move to our best possible selves... It's about being in the NOW... Supporting Links TED talk: How to Master the Art of being Alone https://youtu.be/34ttspXxYlw?si=Jpjxs3HXPtafr3z4 The Power of the Present Moment https://youtu.be/UklFtkyOVK8?si=lSou1rp5XunpEr37

[dreamdaredazzle]

Here are some peak perfromance insights Ive jotted down from my global Leadership coaching over many years.... Hope it helps - have fun exploring!