Our greatest weakness lies in giving up. The most certain way to succeed is always to try just one more time.
From despair.com …
There are too many major accidents due to failures in process safety. These accidents go beyond the regulations written by OSHA and EPA (and the regulators in other countries). They go beyond the chemical industry and include the nuclear industry, oil exploration and production, fertilizer storage and distribution, grain elevators (and other dust explosion examples), aviation, shipping, utilities, and even hospitals.
How can these accidents be prevented? First one has to understand process safety and fatality prevention. Unfortunately, many senior managers don’t understand it. And that’s why Mark Paradies started giving talks about this topic at the TapRooT® Summit. Unfortunately, even though the Summits are well attended, thousands need to hear what Mark has to say, but don’t get the chance. That’s why we decided to post links to some of Mark’s Summit talks here.
Of course, attending the sessions at the TapRooT® Summit is much better than looking at slides and watching videos. But the information in these talks needs greater dissemination to help prevent major accidents around the world. Therefore, we’ve selected video clips, slides from mark’s talks, and Admiral Rickover’s testimony before Congress after TMI (written remarks) to provide an overview of some of the concepts that senior managers need to consider to prevent major process safety accidents.
Here are the links:
Mark’s General Session Talk About Fatality Prevention from the 2013 Summit
I know this is a lot of information and the videos are long, but the lives lost each year are a preventable tragedy. Please pass this information on to those that you think many need it.
For those who would like to get Mark to talk to your senior management about management’s role in process safety and how the lessons from Admiral Rickover apply to your facilities, call us at 865-539-2139 or e-mail us by CLICKING HERE.
A creative man is motivated by the desire to achieve, not by the desire to beat others.
~ Ayn Rand
From the Motivation Hacker blog …
Monday Accident & Lessons Learned: Accidents at Intersections Reduced After Red Light Cameras RemovedPosted: April 29th, 2013 in Accidents, Human Performance, Performance Improvement
Here’s a link to the story in the Houston Chronicle:
The story says that:
“In the five months after Houston voters forced city officials to turn off a camera surveillance system that fined motorists for running red lights, traffic accidents at those 50 intersections with 70 cameras have decreased 16 percent, according to recently released data.”
There were lot’s of reasons given by officials for this unexpected outcome. Everything from the “weather was good” to “the camera’s had trained people to be safer.”
The interesting statistic that no one mentioned was that it is usual for rear-end collision to increase when red light cameras are installed because, to avoid a ticket, people slam on their brakes when a light turns red and they get rear ended.
There are at least two lessons that I think you can learn from this article.
1. People don’t know how to trend infrequently occurring accident statistics.
In this case, no one on either side of the argument used advanced trending techniques to prove their point. Instead, they chose the statistics that best fit their argument and claimed that those stats proved their point.
2. Sometimes corrective actions can have unintended consequences.
Several times in the past we’ve discussed red light cameras as an enforcement tool and the consequences that the tool could have on accident statistics. Our general opinion is that the cameras would be great for raising revenue but would do little to improve safety. For several reasons, rear end collisions were an unintended consequence of red light cameras that tend to increase accident rates at intersections where the devices were installed. So all people looking to improve performance should learn that your corrective actions may have other consequences than the ones you intend them to have!
Psychology Today says …
Motivation is literally the desire to do things. It’s the difference between waking up before dawn to pound the pavement and lazing around the house all day. It’s the crucial element in setting and attaining goals—and research shows you can influence your own levels of motivation and self-control. So figure out what you want, power through the pain period, and start being who you want to be.
Here’s the Meridian-Webster On-line Dictionary definition of “behavior”:
1. a : the manner of conducting oneself
b : anything that an organism does involving action and response to stimulation
c : the response of an individual, group, or species to its environment
2 : the way in which someone behaves; also : an instance of such behavior
3 : the way in which something functions or operates
Another definition that I think that management has in their heads is a “behavior” is:
“Any action or decision that an employee makes that management,
after the fact, decides was wrong.”
Why do I say that mangement uses this definition? Because I often hear about managers blaming the employee’s bad behavior for an accident.
For example, the employee was hurrying to get a job done and makes a mistake. That’s bad behavior!
What if an employee doesn’t hurry? Well, we yell at them to get going!
And what if they hurry and get the job done without an accident? We reward them for being efficient and a “go-getter.”
Management doesn’t usually see their role in making a “behavior” happen.
Behavior should NEVER be the end of a root cause analysis. Behavior is a fact. Just like a failed engine is a fact when a race car “blows it’s engine.”
Of course, a good root cause analysis should look into the causes for a behavior (a mistake) and uncover the reasons for the mistake and, if applicable, the controls that management has over behavior and how those controls failed when an accident occurred.
A bad decision or a human error that we call a “behavior” isn’t the end of the investigation … it is just the beginning!
TapRooT® helps investigator go beyond the symptoms (the behaviors) and find the root causes that management can fix. Some of the most difficult behaviors to fix are those so ingrained in the organization that people can’t see any other way to work.
For example, the culture of cost saving/cutting at BP was so ingrained, that even after the explosions and deaths at the Texas City Refinery, BP didn’t (couldn’t?) change it’s culture – at least not in the Gulf of Mexico exploration division – before they had the Deepwater Horizon accident. At least that is what I see in the reports and testimony that I’ve reviewed after the accident.
And with smaller incidents, it is even harder to get some managers’ attention and show them how they are shaping behavior. But at least in TapRooT® tries by providing guidance in analyzing human errors that leads to true root causes (not just symptoms).
Want to find out more about TapRooT® and behavior? Attend one of our 5-Day TapRooT® Advanced Root Cause Analysis Team Leader Courses. You’ll see how TapRooT® helps you analyze behavior issues in the exercises on the second day of the training. And you will learn much more. For a public 5-Day Course near you see:
CLICK HERE to go to their web site to see more videos and order gloves.
Does the value you place on life influence the national health & safety standards vs the risk the government allows?
Health & Safety Standards = f(Value of Life-Risk Allowed)
Mark Paradies, President of System Improvements and co-creator of the TapRooT® System, will be speaking at the IOSH Conference in Spotlight Theatre 2 on Tuesday, February 26, and Wednesday, February 27.
His topics are:
Tuesday: 13:20 – 13:50 – Spotlight Theatre 2
BP Deepwater Horizon & BP Texas City Accidents: Two Lessons That You May NOT Have Learned
Much has been published about the BP Deepwater Horizon and Texas City Refinery accidents. But there are still some important lessons learned that people may be overlooking. Mark Paradies, root cause analysis expert, will share insights into two lessons learned that have not received much attention yet are important to safety improvement.
Wednesday: 11:20-11:50 – Spotlight Theatre 2
Fixing The Safety Pyramid & Stopping Major Accidents
Several articles have been published criticizing Heinrich’s Safety Pyramid and blaming it’s weaknesses for the gap between the decline in safety statistics and the continuing level rate of serious injuries, including fatalities. Mark Paradies will share insight into the Safety Pyramid and explain why fatality prevention needs a revised model and new approaches to achieve across the board safety performance improvements.
Hope to see you there!
This lesson learned is from a regulatory incident.
I remember talking to a nuclear industry VP who had a troubled plant (NRC regulatory issues). He said that he was blindsided by their problems. It was as if the day before he was walking along on a beautiful day and the next morning he woke up at the bottom of a deep dark hole. The change seemed almost instantaneous … without warning.
How does a leading company go from excellence to disaster? It isn’t that there weren’t warning signs. The signs were there but management missed them.
The fastest way to get in trouble is to start thinking that you are so good that you don’t need to pay attention to small problems. That you can economize on improvement without experiencing performance improve-ment declines. That your cost saving efforts will NOT lead to field personnel placing more emphasis on production and less on safety and quality.
The switch from a performance improvement focus to a cost-cutting focus can seem like a small change – a minor variation. But when the problems start – when you wake up at the bottom of the deep dark hole – you will say the same thing that the nuclear VP said:
If I’d known how bad
this was going to be,
I would have paid any
amount of money to avoid it.
Don’t find yourself at the bottom of the deep dark hole.
Keep your focus on performance improvement.
Learn best practices that others use to make their programs better every year.
Where can you learn these practices? At the 2013 Global TapRooT® Summit in Gatlinburg, TN!
Summit week is March 18-22. Register now to ensure your choice of the pre-Summit Courses.
Get complete Summit info including the complete Summit schedule at:
Remember, there is no time like the present to avoid a disaster!
He says you will “Jump out of your chair!”…
He’s a Tony Robbins Fan.
Last week we shared some quick tips and staggering stats on Fall Safety and Electrical Safety during the holiday season. Here are a few tips from The Electrical Safety Foundation International to keep you and your children safe when displaying your decorations.
- Make sure your Christmas tree is fresh, and keep it hydrated by refilling the stand. It will pose less of a fire hazard this way.
- With artificial trees, look for a fire resistant one.
- Don’t use electrical ornaments or lights on trees with metallic leaves or tinsel in them.
- Place your tree at least 3 feet away form heat sources, including fireplaces, radiators, and heaters.
- 45% of home décor fires start with candles.
- An average of 260 homes fires begin with Christmas trees each year, resulting in 12 deaths, 24 injuries, and $16.4 million in damage.
Check out this Fire safety video comparing the flammability of a poorly watered tree and properly watered tree: Click Here
- Keep children supervised around candles and electrical lights.
- Never allow them to use garlands, tree lights, and cords as playthings – they pose a strangulation hazard.
- All small, fragile ornaments and decorations should be placed out of children’s reach, as children may break them and get hurt, or simply put them in their mouth.
- Cover all unused outlet with electrical tape or plastic covers.
Happy Holidays and stay safe, from all of us at TapRooT®!
Inc.com listed links to what they think are the best tips for motivating employees. The article asserts:
” … success of any facet of your business can almost always be traced back to motivated employees. From productivity and profitability to recruiting and retention, hardworking and happy employees lead to triumph.”
Links to articles on motivation Inc.com listed fall into categories ranging from changing corporate culture to non-cash incentives to creating a fun workplace and more.
See the link below and make some positive resolutions for enhancing motivation in your workplace:
To find out more about the Summit, see:
Monday Motivation: The Motivated Student – Do You Think This Would Motivate Any Student To Do Better?Posted: October 29th, 2012 in Human Performance, Performance Improvement, Video
R.R. Donnelley & Sons Co. prematurely filed Google Inc.’s earnings report with the Securities and Exchange Commission on Thursday. Google’s earnings were supposed to be released after the stock markets closed at 3 p.m. Instead, they showed up on the SEC’s Edgar website about 11:30 a.m. Google’s stock dropped as much as 11 percent, to $676 a share, before trading was halted about 20 minutes later at the company’s request.
About an hour after the earnings release, Google issued a statement blaming Chicago-based R.R. Donnelley for the blunder.
(“Glitch on Google Earnings Report under Investigation,” Chicago Tribune, October 19, 2012.)
Why do people think that blame will stop incidents? Haven’t we tried that already? Don’t the incidents just continue? Share your comments below.